FAQ

Frequently asked questions

What exactly does Komensky do?

Komensky helps organizations make skills transparent, link them to learning content, and make development measurable. We always start with an analysis of the existing learning landscape: which systems are in place, what content is available, and how roles relate to the necessary skills. Based on this, we build skill profiles per role, link learning content to those profiles, and identify where development needs lie, both now and in the future. We operate as an ecosystem: we integrate existing systems and content licenses, and modularly supplement what is missing.

What is the difference between a Skill Building Platform and an LMS?

An LMS, or Learning Management System, is primarily an administrative system. It registers who has taken which course and whether it has been completed. Komensky goes further than that. We connect learning content to skills and roles, making it clear which learning content is relevant for which skill. Employees see not only what is available, but what is relevant to them based on their profile and development needs. Moreover, we work alongside existing LMS systems. We don't replace them; we add a skills and development layer to them.

Do we have to replace our existing systems if we work with Komensky?

No. Komensky is not a replacement, but a connection. We integrate with existing HR systems, LMS platforms, and content licenses. What is already there and working remains intact. We only supplement what is missing, such as a specific tool, a skills taxonomy, or tagged learning content. Which modules are needed varies per organization and is determined based on your situation and goals.

We don't have a skills taxonomy yet. Can we still start?

Yes. Having your own skills taxonomy is not a prerequisite to start. Komensky has its own framework with over 500 mapped roles. We adapt that framework to the context, sector, and specific situation of your organization. In practice, most organizations choose this approach: starting with a proven foundation and tailoring it to their own reality. If you already have your own taxonomy, we will, of course, build upon that.

How do you start a skill-based learning trajectory?

We always start with an exploratory conversation about the organization's learning landscape. What is already in place, what is missing, what are the goals, and what is the most logical first step? Based on this, we propose an approach, often starting with a skills pilot as a concrete first step. In such a pilot, we map out skill profiles for a defined target group, link learning content, and identify where development needs lie. This quickly creates a working example without requiring the entire organization to change at once.

How long does a future skills trajectory take?

A skills pilot takes an average of six months. After five months, the first results are visible: skill profiles have been built, learning content has been linked, and employees have actively used the platform. A full platform implementation takes three to four months. The exact lead time depends on the size of the organization, the complexity of the existing landscape, and the availability of internal stakeholders.

Which organizations is Komensky suitable for?

Komensky primarily works with organizations of 1,500 employees or more in sectors where change is rapid and development is strategically important. Think of financial services, infrastructure, retail, and logistics. A common trait among our clients is that they have already invested in HR systems and learning content, but find that these investments lack cohesion. Skills serve as the missing link between what people can do, what they need, and how they develop.

What makes Komensky different from other providers?

Most providers in this field only cover part of the journey. Some platforms excel at mapping skills—they analyze HR data and highlight gaps. But after that analysis, you are left on your own to figure out the next steps. Other providers are tied to a specific ecosystem, pulling you into their technology stack even if you have already invested in other systems and licenses. Komensky covers the entire journey: from gaining insight into skills and linking them to learning content, to facilitating development and measuring actual skill growth. We are source-agnostic. We work with your existing systems and content providers, regardless of what they are. We don't force you to replace anything. We build around what you already have and fill in what is missing.

Skill building platform

Skill-based learning

Skill profiles

Skill gaps

Skill Hubs & License to operate

See what Komensky can do for you

Insight & Analytics

Jolanda Winters

Remco de Mooij

Visible change

The Ultimate Guide to Integrated Skills and Technology Strategy

An accessible learning module on risk-based contract management at Gasunie.

Innovative Learning Solutions for Social Mobility: The Sutton Trust’s Digital Transformation

Frequently asked questions

Make skills work

Skill building platform

Skill-based learning

Skill profiles

Skill gaps

Skill Hubs & License to operate

See what Komensky can do for you

Insight & Analytics

Jolanda Winters

Remco de Mooij

Visible change

The Ultimate Guide to Integrated Skills and Technology Strategy

An accessible learning module on risk-based contract management at Gasunie.

Innovative Learning Solutions for Social Mobility: The Sutton Trust’s Digital Transformation

Frequently asked questions

What exactly does Komensky do?

What is the difference between a Skill Building Platform and an LMS?

Do we have to replace our existing systems if we work with Komensky?

We don't have a skills taxonomy yet. Can we still start?

How do you start a skill-based learning trajectory?

How long does a future skills trajectory take?

Which organizations is Komensky suitable for?

What makes Komensky different from other providers?

Make skills work

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