Module Subaccount Management In the system Brusnika.LMS, it is designed to organize personalized access for an unlimited number of users under one common account of a CRM or ERP system (e.g., Bitrix24 or Zoho CRM). This allows separating learning and testing data for each specific person, even if technically they use one login in the main system.

Below is a detailed description of the module's functionality based on sources.

1. Individual Development Plans (IDP) are built based on the competency model. 

Individual Development Plan (IDP) is a set of training and development activities (DA) that contribute to competence improvement and professional growth.

2. The model IDP is formed as follows:

Competence 1;

• Indicator 1.1 - Scale, Target Level
  • Developmental Event 1.1 for Indicator 1.1
  • Developmental Event 1.2 for Indicator 1.1
• Indicator 1.2 - Scale, Target Level
  • Developmental Event 1.1 for Indicator 1.2
  • Developmental Event 1.2 for Indicator 1.2
  • Developmental Event 1.3 for Indicator 1.2

A competency can have any number of indicators, and indicators can have any number of developmental activities.

3. Each employee has their own individual IDP.

4. The roles in the module are as follows:

• Employee: the person for whom the plan is made; they record the completion of activities in their personal account.
• Manager: creates a plan for a subordinate and monitors its execution.
• Mentor: can participate in creating IDP and track progress.
• Moderator: has full access to all plans and settings of the module.

Module Competency Management in the system Brusnika.LMS is the foundation for personnel assessment and development, allowing to describe job requirements and configure automatic learning tools,

Below is a detailed description of the module's functional capabilities based on the provided materials.

Competency Structure and Model

The system supports flexible two- or three-level model skill descriptions

• Level 1 - Competence: General name of the skill (e.g., "Listening skills" or "Stress management").
• Level 2 - Manifestation Indicator: Specific behavioral examples that indicate the presence of a skill (e.g., "Seeks colleagues' opinions").
• Level 3 - Assessment: A specific value on a scale (numeric or qualitative) that determines the degree of manifestation of an indicator,

When creating a competence, the moderator can select single-level model (only the Competence itself is evaluated) or activate the slider Manifestation Indicators, to add clarifying sub-levels,,

1. Using this module, you can conduct 360-degree assessments, 180-degree assessments, and any other types of evaluations where some people assess others.

2. The application implements three-tier model, which can be used to describe various competency models.

Level 1 - CompetenceFor example, "teamwork".

Level 2 - Manifestation IndicatorFor example, for the competency "teamwork," "shows interest in the opinions of other colleagues," "quickly establishes contact and maintains partnership relationships," etc.

Level 3 - AssessmentIt can be any: 1, 2, 3, 4, 5; or manifests, does not manifest; or good, average, excellent, etc.

At each level, any values can be set.

If the company has adopted the Two-Level Model competency "Competence-Assessment", then when creating a competency, indicators will not be added, and Competence will be directly assessed.

In the competence management module Choice of a one- or two-level model, activation occurs by toggling a slider in each competence: Two-Level Model.

3. General Assessment Procedure Flowchart.

3.1. In the Competency Management module:

• Create a model competencies;
• Add scale, by which the evaluated will be assessed.

3.2. Creating an assessment directly in the Settings section - Assessment 360

• Configuration estimates.
• Choice evaluated and evaluators. The evaluated are always added by the moderator. Evaluators can be formed in two ways:
  • • The moderator forms the list of individuals to be evaluated. Each evaluator is added to the evaluated person individually. It is possible to pull from the subordinate structure or the manager.
    • The evaluators themselves form the list. This option is activated, then the evaluated individuals in their personal account, in the My Evaluations section, receive a task to form a list of evaluators and Choice who approves this list.
• Choice of competencies and scales. Competencies can be pulled from the competency block profile. Profile, competency blocks and scales are pre-entered in the Competency Management module.

3.3. Status for list formation and the assessment itself can be viewed in the Results tab.

3.4. After the assessment is completed, the results will be available in the Results tab and in the Reports section.

1. Section Appointments intended for managing the process of assigning to users. The module presents three key blocks:

1. Assignments of courses, tests, materials, surveys: A tool for mass or individual distribution of individual educational units.
2. Program Purposes: Tool for assigning complex learning trajectories.
3. Program Assignment Monitoring Progress monitoring panel for assigned programs.

2. In the application, the following educational components can be assigned:

• Programs.
• Courses.
• Tests.
• Materials.
• Surveys.

3. Assignment can only be done by the application moderator.

4. In the system, assignments are classified by method of initiation (by moderator, user, or system) and by the degree of process automation.

A. Manual Assignment

Manual Assignment is being performed. moderator applications for specific users or groups.

• One-time Assignment: Single distribution of educational components (courses, tests, materials, or programs) to a selected audience. The moderator manually enters a name, selects content, recipients, and sets deadlines.
• Standard programs: Require manual assignment by a moderator for each case if the template mechanism is not used.

When manually assigned, the educational component receives in the system Status Assigned.

B. Automatic Assignment (Templates)

Automation is implemented through the mechanism. assignment templates, which automatically create new assignments in the list when certain conditions are met.

• Assignment for beginners: The system automatically assigns content each new employee, which is added to the portal or CRM system. The moderator can configure deferral of assignment in days (for example, Assignment will occur on the 10th day after the employee's departure).
• Assignment for groups (Bitrix24): Content is assigned to all members of the selected group. Subsequently, when adding any new member to the group, the system will automatically assign him the corresponding materials.
• Assignment for departments.  The scenario automatically assigns selected courses and tests to employees who are added to the specified department. Launch modes: Automatically: The system checks for new employees in the department and makes assignments. once a day at the moment the moderator enters the application. Manually: The moderator can initiate the process immediately by clicking the button. Apply immediately Application condition: An important feature is that assignments are received only by those employees to whom this scenario has not yet been applied. This prevents duplication of the same materials for one user.
• Regular (periodic) Assignment: The system repeats Assignment with the given periodicity (monthly, quarterly, semi-annually, or annually)

C. Self-Assignment (Self-Enrollment)

"This type of assignment is initiated directly." Learners.

• Self-Assignment: Occurs when a user independently finds Course, Test or a program in a common directory and starts Completion them.
• All components published in the By Default catalogs are available for self-assignment, if they have not been locked by a moderator via group settings.

In reports and personal account, such materials are displayed with status Self-assigned or "Self-Enrollment".

IMPORTANT! The system generates reports strictly for the selected period. Data outside this period is not considered. For example, if an employee took a test on the 5th and the report is generated from the 6th to the 10th, the results from the 5th will not be reflected in the report. The system will show Status Not Started.

1. Rights access:

• • Moderator: Full access to all reports on all employees.
  • Manager: Access to reports on oneself and one's subordinates (levels 1 and 2)
  • Employee: View personal statistics in your menu.

2. Report settings are saved to avoid constant re-entry. If the organizational structure changes and old report parameter settings are used, the report will generate incorrectly. It is necessary to re-enter the report parameters (select appropriate departments or groups).

3. By Default When building reports, active employees are pulled. If you need to pull dismissed employees, activate the "Search in dismissed" element (if available).

The main screen of the section contains three main blocks:

1. All reports: Universal constructor for exporting data on courses, tests, and users.
2. Survey reports Analytics of survey data, including visualization and AI analysis.
3. Activity reporting Event and checklist (task) data.

1. This subsection allows flexible configuration of export parameters.

2. The following are available in the application: types of reports:

Reports Go courses:

• Employees-Courses - employees and the courses they are taking.
• Employee-Courses - courses and the employees who take them.
• Specific Course - employees - specific Course and employees who are taking it. Multiple courses can be selected.
• SCORM- employees. Displays the results of completing courses that contained lessons in the standard SCORM.

Reports Go test items:

• Subdivisions - tests. 
  • Select the departments for which the report needs to be generated. If a department includes level 2 units, they will also be included in the report. All employees from the selected departments will be included in the report.
  • Dates are selected. Then, a report is generated.
  • The report will present detailed results of employees' test completion if they fall within the filters for departments and dates. Moreover, for each question, it will indicate Correct or Incorrect given Answer: Correctly, Incorrectly.
  • This report will be useful for situations where it is necessary to analyze the learning progress within a department, while identifying specific groups of employees (for example, these could be groups based on functional or territorial criteria).
• Employees-Tests - employees and the tests they take.
• Tests-employees - tests and the employees who take them.
• Specific Test - employees - specific Test and employees who are taking it. Multiple tests can be selected.

Measures:

• Activities: external and in-person - participation of selected employees in external and in-person events.

Reports on by purpose:

• Number of employees - shows how many people are in each assignment in total.
• Percentage of successfully completed employees - shows the percentage of employees who successfully completed testing in the assignment.
• Learning Progress by Assignments - shows Status test completion breakdown by assignments.
• Overall training progress - for each employee, the cumulative progress across all their assignments for the selected period.

Reports on groups (if any):

• Number of employees - indicates how many people in total within the groups are undergoing testing.
• Percentage of successfully completed employees - shows the percentage of employees who successfully completed testing in groups.
• Learning Progress by Group - shows Status test completion rates across groups.
• Overall learning progress - for each employee, the cumulative progress across all their groups for the selected period.

Miscellaneous:

• Rating Employee points (write-off). The report allows obtaining information about the current level of accumulated points and performing their write-off.
• Rating Employee (detailed breakdown). The report provides detailed information on point accrual.
• Feedback Forms - Report on the Results of Feedback Form Collection
• Programs. Report on the results of employees completing programs.
• Assessment 360. The report shows integral evaluation results.
• Employee statistics. Shows overall participation statistics in the LMS.

3. Parameter settings:

• Choice LMS: Choice of a specific portal (if there are several). There may be external LMS.
• Report type: Choice data types (e.g., "Employees-Courses", "Employee Tests", "Assessment 360", "Employee Statistics", etc.).
• Build period Setting the start and end dates of the reporting period.
• Search in dismissed: The toggle allows including employees who are no longer working at the company in the selection.

4. Audience Filtering:

You can choose for whom exactly to build the report:

• Employees (Emp.) Choice specific people.
• Units (UNITS) Choice departments (including nested subdivisions).
• Groups (GROUPS) Training groups.
• Subaccounts (SUBACCT.) Users under shared accounts

5. Working with Results:

After pressing the button Generate report the system displays a table

• Search and Filtering: The "Search" field above the table for quickly finding data within the report.
• Column setup: Ability to hide or add columns for display convenience.
• Hide attempts Toggle to display only final results.
• Export: Button Download XLS allows you to export data to an Excel table for further processing.

6. Test specifics The test status displays the information Passed or Not Passed Test, the number of points scored, and the passing Score. The status also shows whether the Test is assigned by a moderator - in this case, "Assigned" will be displayed, or whether the student registered independently, in which case "Self-Enrollment" will be displayed.

If there were multiple-choice questions, the following will be indicated for these questions:

correct selected - Answer Correct

correct unselected - Answer invalid

incorrect unselected - Answer Correct  

incorrect selected - Answer invalid

Designed for detailed study of survey results.

1. Choice survey: Select the required Survey from the dropdown list and specify the period.
2. Analytics tabs
   • Summary: General statistics - number of respondents, number of questions, average completion time, and a chart of response dynamics.
   • Questions: Visualization of answers to each question in the form of charts showing the average score (for scales).
   • Answers (Raw data): Table with all responses of each respondent with the possibility Export to Excel.
   • Nika.AI Insights Intelligent analysis of results, which includes an overall assessment, positive and negative signals, identification of problem areas, and specific recommendations (e.g., regarding the risk of employee burnout).
3. Export to PDF Ability to export a beautiful PDF report (summary and analytics sections) or separately a PDF file with AI insights.

Used to monitor attendance and completion of practical tasks.

• Event Report: Monitoring participation in in-person and external events. You can select Event from the list and see Status of user participation.
• Task Report Analytics of assigned checklists. The table shows the employee's full name, Status (for example, "In Progress") and progress on checklist items (for example, "1/2").
• Calendar: A tool for quickly selecting a date or activity period directly in the interface.

Deep analytics of answers is available in test reports:

• Status: "Assigned" (as moderator) or "Self-Enrollment"
• Multiple Choice: The system decodes user errors in detail, marking which correct options were. not selected, and which ones are incorrect - selected.
• Pass-through Score The report always displays the achieved percentage compared to the required threshold.

Tip: If the report does not fit on the screen, use browser zoom, remove unnecessary columns via table settings, or export to Excel.

A. Basic Settings:

• Basic Information: Specify Title (required, at least 4 characters) and brief Description for internal accounting
• Choice content: Press the corresponding buttons to add to the list. Tests, Courses, Knowledge base materials or Surveys.
• Automation (Templates) Switch Assignment Templates allows to automate the process. The system supports the following scenarios:
  • For beginners: Assignment will automatically be sent to each new employee when added to the portal.
  • For groups (Bitrix 24): All members of the selected group, including those who will be added to it later, automatically receive Assignment.
  • Regular Assignment: Allows you to set the frequency (monthly, quarterly, etc.).

B. Choice of recipients (Block "Recipients")

The system offers flexible audience filtering:

• Employees: Choice specific individuals.
• Units Assignment for entire departments (including nested structures).
• Groups: Choice study groups.
• Subaccounts and Subaccount Groups For subaccounts.
• Observers: You can add employees who will monitor the progress of this assignment.

C. Parameters and deadlines:

• Set tasks The option allows you to automatically create tasks in the CRM system (for example, Bitrix 24 or Zoho).
• Period: Set dates Beginnings I EndingsContent will appear in the user's personal account exactly on the start date.
• Ready: On the right side of the screen there is a Block of the final check. If the conditions are not met (for example, no recipient is selected), the "Create Assignment" button will be blocked, and the system will display hints.

The subsection is intended for assigning structured learning trajectories consisting of multiple modules.

• Choice programs: In the "Program" field, select the desired trajectory by searching by name.
• Task Settings The moderator can select the task assignment mode:
  1. Set tasks for each module of the program.
  2. Set one common task for the entire program.
  3. Do not assign tasks.
• Schedule management: In the program assignment, you can edit the completion deadlines for both the entire trajectory and its individual modules.

Specialized panel for detailed monitoring of employee program completion.

• Interface list: Displays employee's full name, program name, completion dates, and overall progress.
• Progress Detail After expanding the employee card, the moderator sees Status of each element inside the program (Material, Course, Test).
• Manual status management The moderator has the right manually change Status any element for a specific user. Options available:
  • Not Startedo
  • In Progress
  • Completed
  • Not Passedo
• Filtration: Ability to quickly switch between "Active" and "Archived" assignments, as well as search by employee's full name.

In the tab List The moderator can manage all created activities:

• Filters: Switching between Active, Archival, All assignments I Templates.
• Quick search: Search by destination name
• Actions:
  • Archive: Move assignment to archive
  • Delete: Irreversible deletion of assignment along with all results (use with caution).

Important notes:

• Status "Assigned" vs "Self-Enrollment": If content is assigned by a moderator, it receives Status "Assigned". If a user found it in the catalog and started taking it themselves - "Self-Enrollment".
• Display for employees: Assigned materials appear in users' sections "My Courses", "My Tests" or "My Materials" respectively.
• Assignment templates create new assignments. and they will be available in the assignment list. 

Program assignment results are available in the "Program Results" tab. Assignment results for other educational components (courses, tests, materials, surveys) are available in Reports.

The creation process consists of three main steps:

Step 1: Basic Settings

At this stage, the moderator asks:

• Name and description: goals and objectives of the assessment being conducted
• Task Setting Choice task creation mode in CRM system (e.g., Bitrix 24).
• Visibility settings You can allow or prohibit the publication of results in the personal account of the evaluated person, as well as configure anonymity (hide the data of the evaluators).
• Dates: are indicated for information and do not strictly limit actions in the system.

Step 2: Forming the list of participants

The moderator always adds the list independently. evaluated (those who will be evaluated). List evaluating can be formed in two ways:

1. Manually by moderator: Assignment experts to each assessee individually, including based on structure (manager, subordinates).
2. Most Evaluated: Employees themselves select experts and an approver (usually a manager) in their personal account.

Step 3: Choice of competencies and scales

The moderator selects the rating scale and specific competencies, competency blocks or ready-made profiles. Only preliminary published competencies. After adding all elements, you need to activate the "Publication" toggle and save the changes.

If the mechanism for creating lists by the employees themselves is selected, the process goes through the tab. Approval:

• Approvers receive notifications and can approve or adjust the list of experts.
• The moderator can track the status of list generation and send reminders to employees.
• After the assessment is published, experts find the task in their personal account (tab "I am - Evaluator"). In Progress assessments can leave text comments.

After creating and publishing an assessment, the employees who are assessing will see this Assessment in their personal account in the section Assessment 360 - I-Evaluator.

To evaluate, click on the evaluation name and assess the employee according to the proposed competencies, selecting ratings from the list.

At the end, you can enter comments that will be reflected in the overall report.

Results are available to the moderator in the tab. "Results". They are presented in several types:

• General list: Display of report readiness status for each employee.
• Detailed report contains average scores for competencies and indicators.
• Competency Diagram visualization of results in the form of charts (e.g., comparison of self-assessment, manager's assessment, and colleagues' assessment).
• Expert comments: summary of all text reviews

The moderator has the ability to export results in formats PDF or Excel, and also delete individual expert responses if necessary.

Based on the results of the 360 evaluation, the moderator can click the button Assign IDP. The system allows you to create an individual development plan for each competency, using the development activities pre-linked to it.

The process of creating a new competency includes the following elements:

• Name and Status: New Competence is created in "Draft" status and becomes available for use in the system (in 360 Assessment or IDP) only after publications.
• Indicators: When this option is enabled, the moderator adds text descriptions of indicators via the "Add" button. It is important to remember that when this function is disabled, any indicators already entered will be deleted.
• Target Level: Allows you to set a reference value that the employee must possess.
• Connection with Development To a competency or indicator, specific can be attached. development activities (courses from the catalog, tests, materials, or events). If an employee does not reach the target level during the assessment, the system may automatically suggest these materials in their Individual Development Plan (IDP).

Target Level.

The purpose of the "target level" for a competency is that when an employee fails to meet the target level, the system automatically generates development activities.

Target Level is set for the competency or for the manifestation indicators (for a two-level competency).

How does Target Level work:

• A scale is selected.
• From the scale, select the Target Level that the employee must possess.
• Developmental activities or courses from the course catalog are added, aimed at developing competencies or indicators.
• Further use of the mechanism occurs in tests or 360-degree assessments:
  • In tests. If Competence is selected for the test and the Generate IDP element is activated. If the passing score is not achieved, the system will automatically generate IDP, which will be available in their personal account. IDP is generated based on the developmental activities added in this section.
  • In the 360 assessment. After the Assessment is conducted, the Assign IDP button will be available in the assessment results. IDP can be assigned by the application moderator. IDP is assigned per competency.

In the "Settings" section of the module, the moderator can create and manage rating scales.

• Scale composition: Each scale consists of three columns: Score (used for calculations), Level Name and his Substantive description.
• Application: The created scales are universal and are used in the 360 Assessment, job profiles, and in the formation of IDP.
• Control: Scales can be published, hidden, or unpublished. Within one evaluation procedure, only one scale

This functionality is designed for grouping published competencies into sets (for example, "Block engineer competencies" or "Skills").

• Assignment: Blocks significantly simplify the moderator's work when needing to bulk add a large list of skills to a new 360 Assessment - instead of selecting each competency individually, a single ready-made Block is chosen.

Section "Profiles" allows to describe a reference model of competencies for a specific positions or roles (for example, "Project Manager" or "Sales Manager")

• Profile Completion: Includes the role name, list of assigned employees, set of required competencies, and the Target Level established for them.
• Approval Profiles support an approval system. The moderator can assign. matching I asserting.
• Workflow The approval process runs in parallel among all participants, and only after their approval Approver can finalize Profile for subsequent publication.

Profile formation is used, among other things, to create individual development plans. The approach is as follows:

• Description of the target level requirements for the position/role. What competencies should the role possess and their Target Level (Assessment);
• Understanding the current level of competencies. After conducting testing or 360-degree assessment, an understanding of the current level of competencies emerges;
• Based on this gap between the target competency model and the current one, an individual development plan is formed for the employee.

To control data relevance in the module, statuses are used:

• For competencies and scales: "Published" or "Draft" (not published),
• For profiles: Additionally, approval statuses are displayed ("Approved", "Confirmed").

Published competencies become "visible" to other system modules: they can be selected when creating courses, tests, and within the 360 Assessment settings.

The plan creation process goes through three stages via the constructor interface:

Step 1: Participants

At this stage, the main identification parameters are set:

• GLO_0_GLO short name (for example, "Development Plan for 2024").
• Choice persons: назначается конкретный сотрудник, его руководитель и, при необходимости, Mentor.

Step 2: Plan Details

The moderator or manager fills the plan with contextual information.

• Development goals: text description of tasks that the employee faces for the selected period.
• Rating Scale: Choice a single scale that will be used to measure competencies within this plan.
• Additional materials: ability to attach files from the media gallery and add arbitrary text blocks

Step 3: Development Plan (Competency Filling)

This is the main stage of forming the learning trajectory:

• Competencies: Skills are added from the list of approved skills in the system.
• Indicators and levels: for each competency (or its indicator) is specified current level I Target Level, which must be achieved.
• Assignment events: two types of developmental actions are attached to each indicator:
  1. Event: arbitrary developing Action.
  2. Course from catalog: specific learning content available in the system.
• Discussion: inside each indicator, Block comments are available for exchanging feedback between process participants.

3. Statuses and Management

All created plans are displayed in a common list where their status can be tracked:

• Draft (Not published): the plan is in In Progress of preparation or approval and is not visible to the employee.
• Published: The plan has been approved and is available to the employee for implementation in their personal account.

Actions in the list IDP: The moderator can edit (pencil icon), download in PDF format (arrow icon), send for approval (airplane icon), or delete plans. A published plan can be "unpublished" at any time for adjustments.

4. Automation and Integration

IDP is closely connected with other system modules:

• Auto-generation from tests if the "Generate IDP" function is activated in the test settings, then when the passing score is not reached, the system will automatically create a plan based on the materials linked to the test's competencies.
• Connection with 360 Assessment after completing the 360-degree assessment, the moderator can click the "Assign IDP" button directly from the results report to close identified competency gaps.

A) In the "Settings - Application Settings - IDP" section, parameters for creating IDP are set - who can create it.

BIn the "Settings - Individual Development Plan" section, IDP is created for a specific employee. Additionally, IDP can be created by employees themselves from their personal account, if this option is enabled:

• A title is entered. IDP is created, then the created IDP is expanded and all other data is filled in:
  • Selected: the employee for whom the IDP is being created, the immediate supervisor, and the Mentor (if necessary);
  • Files are added (if necessary);
  • Text comments are added (if necessary);
  • The competencies to be developed are selected;
  • Each indicator (or only competency) is supplemented with developmental activities.

At the same time,

• Competencies are selected from the approved ones;
• Each Competence has its own set of manifestation indicators;
• Developmental activities (DA) are formed for each indicator;
• As a developmental activity, you can choose an available option from the list or add Course from the catalog.

InAfter the creation of IDP, it is sent for approval and authorization. Once approved, it is published and becomes available to the employee in their personal account.

HNext, the employee proceeds with the implementation of IDP and records the statuses for developmental activities. Mentor and the manager see these changes in their personal accounts.

• Main scenarios: The module is effective for branches or stores with one shared CRM account, as well as for training external partners and distributors.
• User Types: Subaccounts can be either external users or regular employees of the organization.
• Limitations: The main account to which sub-accounts are linked, cannot have moderator rights in the LMS

On the main screen of the module, the moderator has access to the following controls:

• List of accounts: List of main accounts (parent accounts) to which groups of subaccounts are linked.
• Action buttons: "Import" and "Export" for bulk data operations, as well as the "Groups" button for managing structures.
• "Self-registration" toggle Enables or disables the ability for users to independently fill in data.
• Adding account: The "+ Add Account" button for creating a new parent branch.

Administrator can choose one of two methods for user registration:

1. Self-registration Administrator enters only Logins and transmits them to users. Upon first login, the system will prompt the user to independently fill in their full name, position, and create a password.
2. Registration by administrator: The administrator fills in all the data (full name and position) and sets a login. Upon first login, the user only needs to create a password.

When creating a new subaccount, the following fields are filled in manually: Last Name, First Name, Login (Latin), Position and is selected Group. Also, there is a possibility to select employees from an existing list in the system to add them to accounts.

Inside the module, a tool is implemented. Group Management, which allows:

• Create new groups for classifying subaccounts (e.g., "Group-777", "Group-2").
• Delete outdated groups using the trash icon.
• Groups are used to differentiate streams of learners and to configure access to closed courses or tests.

In the specific parent account card, a table with all linked employees is displayed:

• Data in the table: Full name of employee, login, position, and group affiliation.
• Available actions:
  • Editing (pencil icon) Changing User Personal Data
  • Password reset (circular arrow icon) Allows the administrator to reset the password if the user has forgotten it.
  • Deletion (trash icon): Complete deletion of a subaccount from the system.

• On the first login (depending on registration settings), the user sees a pop-up window for entering personal data or only for creating a password.
• On subsequent logins, the system first requests Login, and then, if it is entered correctly, - Password.
• If the login is entered incorrectly, the system issues a corresponding warning.

Training groups in the application are integrated with groups in Bitrix 24.

Training groups are used to solve the following tasks:

• Thread Separation: Assignment specific courses and tests to different categories of employees (by departments, positions or levels).
• Restriction access: creating "closed" courses that are not visible in the general catalog.
• Intermodule work coordination of complex learning stages requiring interaction

On the main page of the module, the moderator sees a list of all created groups with brief analytics for each:

• Name and description.
• Access period: start and end dates of group activity
• Statistics: number of participants and number of attached materials (courses/tests)
• Actions: buttons "Edit" and "Delete".

When the button is pressed "+ Create group" A form opens that can be filled out in two ways:

Method A: Creating "from scratch"

The moderator independently fills in all fields:

• Name and description: required text fields for group identification
• Access dates: calendar deadlines during which participants will have access to the materials.
• Participants: adding users manually via the "+ Add" button

Method B: Synchronization with Bitrix24

Using the button "Select group" allows you to pull data from an existing group in the CRM. In this case:

• Title, description, and composition of participants are substituted. automatically and become non-editable in the LMS
• The moderator must have portal administrator rights or be the owner/moderator of this group in Bitrix24.

The system offers two modes for adding users to a group, depending on moderator permissions:

1. Add to group (automatically): available to moderators with Bitrix24 administrator rights. Users are enrolled instantly without confirmation.
2. Invite to Group if the moderator does not have CRM administrator rights. The user receives an invitation and joins the group only after it is approved.

In the block Assign courses/tests The moderator selects the educational components that will be available to participants.

Important feature: as soon as Course or Test is added to a group, it automatically receives Status closed. This means:

• Material disappears from the common catalog systems.
• It becomes visible For members of this group only.
• If Material is not attached to any group, it is considered open and accessible to everyone via Self-Enrollment.

For employees included in the group, the training process looks like this:

• All Learning organized through groups appears in the personal account in the section Learning - My groups.
• When clicking on the group name, a list of all tests and courses assigned to it expands.
• Access to "closed" content is possible only through this Section.

Question: What are study groups in the Brusnika.LMS application and what are their main functions?

Answer:

Training groups in the Brusnika.LMS application are a tool integrated with Bitrix24 groups, designed to organize and support the learning process. They allow:

• Separate student flows: Assign specific courses and tests only to particular user groups.
• Restrict access to courses/tests: Make specific learning materials available only to members of a particular group, hiding them from the general catalog.
• Organizing inter-module work: Coordinate Learning, requiring interaction between different modules or stages.

Question: How can I create a new study group in the Brusnika.LMS application?

Answer:

A new group can be created in two ways:

1. Creating a group from scratch:

• Go to Section "Groups" and click on the "plus" icon.
• Fill out the group card by specifying: name, description, access grant and closure dates, participants, and tests/courses.
• It is important to choose the method of adding to the group:
• "Add to group (admin)"If the moderator has the Rights Bitrix24 portal administrator role, users are added automatically without an invitation.
• "Invite to group"If the moderator does not have administrator rights, invitations are sent to users, and they are added after approval.

2. Creating a group from an existing one in Bitrix24:

• Click the "Select" button to choose an existing group from Bitrix24, then click "Add".
• The title, description, and list of participants for such a group will be automatically populated with data from Bitrix24 and will become unavailable for editing in the application.
• Important: A moderator connecting such a group must be a Bitrix24 portal administrator, or the owner/moderator of that specific group in Bitrix24, to be able to create a training group based on it and make changes.

Question: What is the role of Bitrix24 portal administrator rights when adding users to a group?

Answer:

Rights Bitrix24 portal administrators play a key role In Progress adding users to the group:

• Portal administrator moderator in Bitrix24: Can use the "Add to group (admin)" option. In this case, users are automatically added to the study group without the need to send and approve invitations.
• Moderator without Bitrix24 portal administrator rights: Must use the "Invite to Group" option. Users will be sent invitations and will only be added to the group upon their approval.

Question: How do study groups affect the availability of courses and tests in the general catalog?

Answer:

Study groups significantly impact the accessibility of courses and tests:

• Closing courses/tests: Courses and tests added to study groups are automatically considered closed. They are not displayed in the general catalog of courses/tests are available exclusively to those employees who have been added to the corresponding group.
• Access only via Personal Account: Access to such closed courses/tests is available only from the user's personal account, in the "Learning - My Groups" section.
• Open courses/tests: If Course or Test is not added to any training group, it is automatically considered open and visible to all employees.

Question: Where can employees find courses and tests available to them through training groups?

Answer:

For all employees who have been added to any training group, this Group will appear in their Personal account in the section Learning - My groups.

By clicking on the group name in this section, users can view and access all tests and courses available to them within this specific study group.

Question: What happens if a moderator attempts to create a study group based on an existing group in Bitrix24 but does not have sufficient permissions?

Answer:

If a moderator, who is not a Bitrix24 portal administrator, attempts to create a study group based on an existing group in Bitrix24, they will not be able to do so; they must be by the moderator or owner of this specific group in Bitrix24.

Otherwise, if he has none of these rights (neither portal administrator, nor moderator/owner of a specific Bitrix24 group), he will not be able to create a study group based on it, as well as make any changes to it.

Question: Which elements of the group card in the application become unavailable for editing when creating a group from an existing one in Bitrix24?

Answer:

When creating a study group based on an existing group in Bitrix24, the following elements of the group card in the Brusnika.LMS application become non-editable:

• Group name: Automatically populated from the group name in Bitrix24.
• Description of the group: Automatically populated from the group description in Bitrix24.
• Group composition: Fully corresponds to the composition of the original group members from Bitrix24 and is synchronized with it.

This ensures that the training Group in the application accurately reflects its "parent" group in Bitrix24.

Question: The report is not fully visible on the screen. How can I make it fully visible?

Answer:

Possible options:

1. Reduce screen size.
2. Remove unnecessary columns.
3. Export report to Excel. 

Question: What is reporting in the Brusnika.LMS system and who has access to it?

Answer:

Reporting in Brusnika.LMS is a system for generating various reports on the learning process. Access to reports is available to:

• Moderator: Has access to all types of reports for all employees.
• Employee: Has access to reports about themselves through the menu My Profile and progress - Reports.
• Manager: Has access to reports about himself and his subordinates through the menu My Profile and Progress - Reports.

It is important to note that the system generates reports strictly for the selected period, and data outside this period is not taken into account. Report settings are saved, but they must be updated when the organizational structure changes. By Default reports are generated for active employees, but if necessary, dismissed employees can also be included.

Question: What are the main report categories available in the system?

Answer:

In the Brusnika.LMS system, the following main report categories are available:

• Course Reports: Include "Employees-Courses" (who is taking which courses), "Courses-employees" (which courses are being taken by whom), "Specific Course - employees" (participants of selected courses), and "SCORM-employees" (SCORM lesson completion results).
• Test Reports: Provide detailed test completion results for employees, including "Departments - Tests" (analysis of learning progress across departments), "Employees - Tests", "Tests - Employees", and "Specific Test - Employees".
• Measures: Reports on the participation of selected employees in external and in-person events.
• Assignment Reports: They track the number of employees in assignments, the percentage of successful completions, and the learning progress both for specific assignments and overall.
• Group Reports (if available): Similarly to assignment reports, they show the number and percentage of successful completions, as well as learning progress within groups.
• Miscellaneous: Includes "Rating employees" (points write-off and breakdown), "Feedback forms", "Programs", "Assessment 360" and "Surveys".

Question: What are the characteristics of test reports, and what information do they provide?

Answer:

Test reports in Brusnika.LMS provide detailed information about test completion. They can be organized by departments, employees, or specific tests.

Key Features and Information:

• Detailed Results: Reports show Passed or Test, the number of points scored, and the passing Score.
• Status purpose: It is indicated whether Test was assigned as a moderator ("Assigned") or the employee signed up independently ("Self-Enrollment").
• Analysis of responses: For each test question, it is displayed whether a Correct or Incorrect Answer was given.
• Breakdown of incorrect answers: If an employee fails the test, it is indicated how many questions out of how many were answered Correct Answer, and the questions to which Incorrect Answer answers were given are listed.
• Multiple Choice: For multiple-choice questions, correct selected, correct unselected, incorrect unselected, and incorrect selected answer options are marked, which allows for a precise understanding of the nature of errors.

Question: How does the system track learning progress by assignments and groups?

Answer:

Система Brusnika.LMS предоставляет специальные отчеты для отслеживания прогресса обучения в разрезе назначений и групп. Эти отчеты включают:

• Number of employees: Displays the total number of participants in each assignment or group.
• Percentage of successfully completed employees: Displays the proportion of employees who have successfully passed testing within a specific assignment or group.
• Training Progress by Assignments/Groups: Displays the current Status test progress for each assignment or group.
• Overall training progress: The overall progress of each employee across all their assignments or groups for the selected period, allowing for an assessment of their overall learning dynamics.

These reports help managers and moderators effectively monitor Learning across various organizational structures.

Question: What types of reports are available in the "Miscellaneous" category and what are they intended for?

Answer:

The "Miscellaneous" category includes reports that do not fall under the main categories of courses, tests, events, assignments, or groups, yet are important for a comprehensive assessment of employee learning and development:

• Rating Employee write-off: Provides information on the current accumulated points of employees and allows for their redemption.
• Rating employees (detailed): Provides detailed information on point accrual, allowing analysis of what and when points were earned.
• Programs: Report on the Results of Employees' Completion of Educational Programs.
• Assessment 360: The report presents the integrated results of the employee's competency assessment using the 360-degree feedback method.
• Polls: Report on the results of various surveys, which can be used for collecting opinions and data.
• Employee statisticsThis report is intended for monitoring employee engagement in the learning process and analyzing activity in the application.

Question: What general principles apply to the formation of all reports in the system?

Answer:

When generating reports in the Brusnika.LMS system, several general principles should be considered:

• Strict period: Reports are generated strictly for the selected period. Data outside this period is not considered.
• Save Settings: Report settings are saved for convenience, but when the organizational structure (departments, groups) changes, they must be updated to prevent incorrect report generation.
• Employee filtering: By Default Current employees are pulled. If necessary, the option to include terminated employees can be activated.
• Access by roles: Access to reports is regulated by user roles (moderator, moderator with limited rights, employee, manager) and their permissions.
• Data relevance: For accurate reporting, it is important to ensure that the parameters used (e.g., departments) are up to date.

Question: What is the specificity of detailing responses to multiple-choice questions in test reports?

Answer:

In test reports, when analyzing multiple-choice questions, the system provides detailed breakdowns for understanding errors:

• Correctly selected: It is noted that this answer option was correct and was selected by the employee (Correct Answer).
• Correct unselected: Indicates that this answer option was correct but was not selected by the employee (incorrect Answer). This helps identify which correct options were missed.
• Incorrect unselected: Indicates that this answer option was incorrect and was not selected by the employee (Correct Answer). This demonstrates the correct elimination of incorrect options.
• Incorrectly selected: Indicates that this answer option was incorrect but was selected by the employee (incorrect Answer). This helps identify misconceptions or incorrect Choice.

Such a level of detail allows not only to identify the error but also to understand its nature, which is extremely useful for adjusting training materials or individual work with employees.

Question: How to make Assignment?

Answer:

To make Assignment open: Moderator - Learning Management - Assignments. To assign Programs, open the "Program Assignments" tab, to assign courses, tests, knowledge base materials, surveys - the "Assignments" tab. Click the plus and create Assignment.

Question: What educational components can be assigned in the application?

Answer:

In the Brusnika.LMS application, you can assign the following educational components: Programs, Courses, Tests, Materials, and Surveys.

Question: Who can create assignments in the application?

Answer:

Only a moderator of the application can create assignments.

Question: What is the difference between Status "Assigned" and "Self-Assigned"?

Answer:

Status "Assigned" is assigned to an educational component when it is assigned by a moderator. Status "Self-assigned" is assigned when a learner independently starts taking an educational component from the catalog. By Default all published components are available for self-assignment.

Question: What types of assignments exist in the application?

Answer:

The application offers four main types of assignments:

• One-time Assignment: for the selected group of students.
• Regular Assignment: One-time Assignment with periodicity added (e.g., monthly, quarterly).
• Assignment Templates:
  • Assignment for beginners: Automatic Assignment for each new employee added to the portal.
  • Assignment for groups (for Bitrix24): Assignment to all current and future members of the selected group in Bitrix24.
  • Assignment for divisions. 

Question: How to create a one-time Assignment for courses, tests, or materials?

Answer:

To create a one-time assignment, it is necessary to:

1. Enter the purpose name.
2. Select courses, tests, or materials.
3. Select employees who will receive the Assignment.
4. Select the module responsible (for Bitrix 24).
5. Activate or deactivate the "Create Tasks" function (for Bitrix 24 and Zoho CRM).
6. Select the start and end dates of the assignment. The educational component will appear in the student's personal account on the assignment start date.

Question: How to implement Assignment programs and what are the features of this type of assignment?

Answer:

To assign programs, it is necessary to:

1. Open Section Moderator - Learning Management - Assignments - Assignment programs.
2. Create Assignment

Question: Where can I view assignment results?

Answer:

The results of program assignments are available in the "Reports" section.

Question: How to do Assignment in the application?

Answer:

To create Assignment, open Moderator - Training Management - Assignments. Click the plus icon to create a new Assignment.

Question: Test was assigned. Notifications that the employee started it haven't arrived, what could be the reason?

Answer:

1. The test start notification was not received because the employee has not yet started taking it, or the notification settings in the Notification Center are disabled.
2. Details:

• General notification settings in the Notification Center take priority and may block the delivery of notifications, even if personal settings are enabled.

Question: Unable to perform Assignment. The element for adding an assignment is inactive. What could be the reason?

Answer:

Required elements not entered:

• Name not entered;
• No appointment dates selected;
• No educational components selected for assignment;
• Audience not selected.

Question: Where are the destinations located?

Answer:

Assignments are located in the section: Moderator - Learning Management - Assignments. 

Question: How to delete Assignment?

Answer:

To delete an assignment, open the assignments module, then go to the Program Assignments or Assignments tab. Locate the required Assignment and click the "Delete" item next to the assignment. Please note that all data and results of this assignment will be permanently deleted.

Question: Is it possible to use multiple rating scales in a single evaluation?

No, only one grading scale can be used in a single assessment.

Question: How to do 360-degree evaluation employees?

Answer:

The application allows creating a two- or three-level competency model.

Level 1 - Competence. For example, "teamwork".

Level 2 - Manifestation Indicator. For example, for the competency "teamwork," "shows interest in the opinions of other colleagues," "quickly establishes contact and maintains partnership relationships," etc.

Level 3 - Assessment. It can be any, 1, 2, 3, 4, 5, or manifests, does not manifest, etc.

That is, the competency model can be:

• Competence and rating scale;
• Competence - manifestation indicators and assessment scale.

The overall assessment scheme is as follows:

1. In the Competency Management module

• • Create a model competencies;
  • Add scale, by which the evaluated will be assessed.

2. Creating the assessment directly in the Settings section - Assessment 360

• Assessment setup
• Choice evaluated and evaluators. The evaluated are always added by the moderator. Evaluators can be formed in two ways:
  • • The moderator forms the list of individuals to be evaluated. Each evaluator is added to the evaluated person individually. It is possible to pull from the subordinate structure or the manager.
    • The evaluators themselves form the list. This option is activated, then the evaluated individuals in their personal account, in the My Evaluations section, receive a task to form a list of evaluators and Choice who approves this list.
• Choice competencies for which assessment scales will be applied. Competencies can be pulled from the competency profile. Profile, competencies and scales are pre-defined in the Competency Management module.

3. Status for list formation and the assessment itself can be viewed in the Results tab.

4. After the assessment is completed, the results will be available in the Results tab.

Question: Why can't I select competencies for the 360-degree assessment?

Answer:

To select a competency for 360-degree evaluation, they must be published.

Question: Which competency model does the system support for conducting assessments?

Answer:

The "BR_0" system supports a three-level competency model, but can also operate with a two-level model.

• Level 1 - CompetenceSoft skills
• Level 2 - Manifestation IndicatorSpecific actions or behavioral patterns demonstrating competence, for example, "shows interest in colleagues' opinions."
• Level 3 - AssessmentThe scale used to assess indicators or the competency itself, which can be any (e.g., 1-5, "demonstrates/does not demonstrate", "good/average/excellent"). If the company uses Two-Level Model ("Competence-Assessment"), indicators are not added, and Competence is assessed directly. The Choice model is configured in the competency management module.

Question: What is the overall process for conducting a 360-degree assessment?

Answer:

The 360-degree assessment process consists of several main stages:

1. Preparation in the "Competency Management" moduleCreating a competency model and adding an assessment scale.
2. Creating an assessment in the "Settings - Assessment 360" sectionSetting up evaluation parameters, Choice evaluated and evaluators, as well as defining competencies and scale.
3. List formation and assessmentEvaluation lists can be formed by the moderator or by the evaluated individuals themselves with subsequent approval. After the evaluation is published, evaluators fill out forms.
4. View ResultsStatus List formation and evaluation results are available to the moderator in the "Results" tab and in the "Reports" section. Results may be available to the evaluated individuals if configured.

Question: How are the lists of evaluated and evaluators formed?

Answer:

The list of evaluated is always added by the moderator. The list of evaluators can be formed in two ways:

1. ModeratorThe moderator manually adds each evaluator to each evaluatee, with the option to pull data from the subordinate or manager structure.
2. Most highly ratedThis option allows the assessed individuals to independently form the list of those who will evaluate them in their personal account, as well as select an approver (usually their immediate supervisor). Once the assessed individuals have formed their lists and the approvers have approved them, the moderator publishes the evaluation.

Question: Where are the assessment results displayed and who has access to them?

Answer:

The evaluation results are available to the moderator in the "Results" tab within the evaluation itself. The moderator can see a table with each evaluator's ratings for every competency, as well as an automatically generated chart. Additionally, the moderator can generate reports for multiple employees in the "Reports" section and export them in PDF or Excel formats. The results can also be made available to the evaluated employee if the corresponding setting was activated when creating the evaluation. The moderator also has the ability to delete responses from one or more evaluators.

Question: Is it possible to use multiple rating scales in a single evaluation?

Answer:

No, within a single assessment, only one rating scale can be used. This ensures uniformity and comparability of results within that specific assessment.

Question: What to do if you cannot select competencies for a 360-degree assessment?

Answer:

If you encounter difficulties selecting competencies when creating a 360-degree assessment, ensure that all required competencies have been previously published in the "Competency Management" module. Only published competencies are available for selection in the assessment settings.

Question: What assessment data can be hidden or published?

Answer:

When creating an assessment, the moderator can select the following options that affect data privacy and accessibility:

• Publication of results in the assessed individual's personal accountYou can configure whether the evaluation results are directly accessible to the employee being evaluated.
• Data hiding evaluationYou can hide the names or information of the evaluators to ensure anonymity and promote more honest responses.

Question: What is the "Competency Management" module and what sections does it consist of?

Answer:

The "Competency Management" module is a tool designed for effectively managing employee skills and knowledge. It consists of three main sections:

• Competency Model (Competency Blocks): Defines the structure of competencies, their levels, and manifestation indicators.
• Rating scale: Used for quantitative and qualitative measurement of competency levels.
• Competency Profiles: They describe competency requirements for specific positions or roles.

Question: How are published competencies used in the system?

Answer:

Published competencies have a wide range of applications:

• In the 360 assessment: Serve as the basis for a comprehensive assessment of the employee by different groups of people (managers, colleagues, subordinates).
• When creating competency profiles: Determine which competencies are required for a specific position.
• When creating individual development plans (IDP): Help identify gaps in competencies and develop measures to address them.
• When creating courses/tests: Allow to specify which competencies these educational materials develop.

Question: What is the structure of the competency management model?

Answer:

The competency management model can be two-level or three-level:

• Level 1 - Competence: General description of a skill or quality, for example, "teamwork".
• Level 2 - Manifestation Indicator: Specific behavioral manifestations of competence, for example, for "teamwork" could be "shows interest in colleagues' opinions" or "quickly establishes contact and maintains partnership relationships."
• Level 3 - Assessment: The immediate Assessment level of indicator manifestation. This can be a numerical value (e.g., from 1 to 5) or a qualitative description (e.g., "demonstrates", "does not demonstrate").

In the two-level model, only competencies and the scale are present.

Question: What is the "Target Level" competency and how does it work?

Answer:

"Target Level" competency is the desired or required proficiency level for a specific competency or its indicator for an employee. Its meaning is as follows: if an employee fails to achieve the specified target level, the system automatically generates developmental activities.

Principle of operation of the target level:

• Select Rating Scale.
• It is determined from this scale.
• Competencies or indicators are supplemented with developmental activities or courses from the catalog.

Further use occurs in 360 tests or assessments:

• In tests: If Test is related to competence and the IDP formation function is activated, then when the passing score is not achieved, a IDP is automatically created based on predefined developmental activities.
• In the 360 assessment: After the evaluation, the moderator may assign IDP for each competency based on the assessment results.

Question: What are competency blocks?

Answer:

Competency blocks are groups of published competencies. Their main convenience lies in simplifying the process of adding a large number of competencies to a 360-degree assessment. Instead of adding each competency individually, you can add an entire Block containing the required set of competencies.

Question: How are the grading scales structured and where are they used?

Answer:

The application can use multiple grading scales. The scale structure has three columns:

• Points: Numerical values used for calculating results and the average value.
• Title: Brief assessment level name.
• Descriptive Summary: Detailed description of what this assessment level means.

Scales used:

• In the 360-degree assessment.
• When developing competency profiles.
• When forming individual development plans (IDP).

Question: What are competency profiles and what is their Assignment?

Answer:

Competency profiles are a tool for describing competency requirements for various positions or roles within a company. They include:

• Standard job titles/roles: For example, "sales manager".
• Employees: For which this Profile is applied.
• Competencies: Set of competencies required for this position/role.
• Target Level ratings: Required proficiency level for each competency.

Profiles are used for:

• Development of Individual Development Plans: By comparing the target competency level for the position and the employee's current level, gaps are identified, based on which the IDP is formed.

Question: What statuses can competencies, assessments, and profiles have?

Answer:

The system provides various statuses for managing elements:

• Competence and Assessment: Can be in the statuses "published" or "unpublished".
• Profile: Has several types of statuses:
  • Status coordination: "agreed", "approved"
  • Status publications: "published" or "not published". Profile undergoes parallel approval by all approvers, and only after their approval can Approver approve it, after which Profile can be Publish.

Question: How to add Course, developing Event, to an individual development plan?

Answer:

Currently, developmental activities can only be added to manifestation indicators. Select Manifestation Indicator, developmental activity, or Course and specify the deadline.

Question: What is Individual Development Plan (IDP)?

Answer:

Individual Development Plan (IDP) is a set of training and development activities aimed at enhancing employee competencies and professional growth. It is based on a competency model and is unique for each employee.

Question: On what basis is the model IDP formed?

Answer:

The IDP model is formed based on competencies. Each Competence consists of indicators, for each of which a scale and Target Level are established. One or several developmental activities can be linked to each indicator.

Question: What roles exist in the module IDP and what are their responsibilities?

Answer:

The following roles are provided in the IDP module:

• EmployeeThe one for whom the IDP is generated. They can record statuses for developmental activities.
• ManagerCreates IDP for the employee and monitors its execution.
• MentorIt can also create IDP and track its execution.
• Application ModeratorHas full access and can perform any actions in the module.

Question: How is IDP created?

Answer:

Creation of IDP begins in the "Settings - Application Settings - IDP" section, where creation parameters are set. Then, in the "Settings - Individual Development Plan" section, IDP is created for a specific employee. In the In Progress form, the employee, manager, Mentor (if necessary) are selected, files and comments are added, and competencies for development are chosen. For each indicator (or competency), developmental activities are added, which can be selected from a list or added as courses from the catalog.

Question: What is the approval and publication process for IDP?

Answer:

After creation, the IDP is sent for approval and endorsement. Once approved, it is published and becomes available to the employee in their personal account. Only after publication can the employee proceed with the implementation of the plan.

Question: How does an employee interact with IDP after its publication?

Answer:

After the publication of IDP, the employee proceeds with its implementation. They record the statuses of development activities in their personal account. The supervisor and Mentor see these changes, which allows them to track the progress of the plan's execution.

Question: What statuses can IDP have?

Answer:

IDP can have two main statuses:

• PublishedIDP has been approved and is available for the employee to perform.
• Not publishedIDP is in In Progress of creation or approval and is not yet available to the employee.

Question: How to add Course or developmental Event to an individual development plan?

Answer:

Currently, developmental activities, including courses, can only be added to competency manifestation indicators. You must select a specific Manifestation Indicator, then add the corresponding developmental Event or Course and specify the deadline for its completion.

Question: What is the sub-accounts module in Brusnika.LMS and what is it used for?

Answer:

The subaccount module allows an unlimited number of users to access Brusnika.LMS through a single CRM or ERP system account. At the same time, the data in the application is personalized for each subaccount. It is useful in scenarios where several people use one CRM/ERP account, such as in branches or stores, allowing for individualized training and testing processes.

Question: In which cases is the use of sub-accounts particularly effective?

Answer:

Subaccounts are most effective when an organization has multiple users who need personalized access to training and testing but use a shared account in a CRM or ERP. This may be relevant for companies with branches or stores, where one department uses one account.

Question: Who can be a sub-account, and is the module free?

Answer:

Subaccounts can be employees of the organization itself. It is important to note that the subaccount module is free.

Question: What are the requirements for the main account to use sub-accounts?

Answer:

The primary account, to which LMS sub-accounts are linked, cannot be an LMS moderator. This is the main Restriction for the account that serves as the base for connecting sub-accounts. It acts as the central point through which system access is provided for all associated sub-accounts.

Question: How are new subaccounts added to the system?

Answer:

Adding sub-accounts is performed by the administrator via the "Sub-accounts" module by clicking the "plus" button. The administrator can choose one of two registration methods: "Independently" or "By Administrator". In both cases, the administrator sets the login for the sub-account.

Question: What is the difference between self-registration of sub-accounts and registration by an administrator?

Answer:

Of course. Please provide the text you would like me to translate. self-registration The administrator enters only the login, and the sub-account fills in their full name, position, and creates a password upon first login. registration by the administrator The administrator fills in all the data (full name, position) and sets the username, while the sub-account only creates a password upon first login. In both cases, the system will request the username and password for subsequent logins.

Question: What data is contained in a subaccount profile and what actions are possible with it?

Answer:

Profile The subaccount contains the following fields: "Login", which is always set by the administrator, and "Full Name" and "Position", which can be filled either by the administrator or by the subaccount itself, depending on the chosen registration method. The administrator has the ability to save the subaccount's data, reset its password, and delete the subaccount from the system.

Question: What to do if a sub-account forgot its password?

Answer:

If a sub-account has forgotten its password, the administrator can reset it. A special element is provided for this purpose in the sub-account profile.