A leading financial services enterprise partnered with Eubrics to improve role readiness through integrated assessments and structured learning. The program engaged 2,150 employees, achieved a 71.8% activation rate, and delivered 4.7/5 ratings, providing measurable visibility into skill gaps and enabling targeted capability development at scale.
Building visibility into workforce capability
A leading financial services enterprise partnered with Eubrics to strengthen workforce capability across multiple functions. As teams expanded and roles became more specialized, the organization needed clearer visibility into whether employees truly met role expectations.
Traditional evaluation approaches relied heavily on manager feedback and isolated learning programs. While these efforts supported development, they lacked standardized measurement and a clear connection between assessment insights and learning interventions.
To address this, the company introduced an integrated capability model that combined assessments, structured learning journeys, analytics, and engagement mechanisms.
The initiative aimed to bring greater clarity and structure to workforce capability development. Leadership wanted to:
Understand how well employees aligned with role expectations
Ensure that any gaps identified through assessments could be addressed through targeted learning
Introduce a scalable system that could support large cohorts, maintain engagement, and provide measurable insights into skill progression across functions
To move beyond fragmented learning programs, the organization introduced an integrated assessment and development framework through the Eubrics platform. The approach focused on connecting skill measurement directly with structured learning experiences.
Assessments Linked to Learning
Participants progressed through structured journeys that combined role-based competency assessments with curated learning modules. This ensured that development was aligned with the actual expectations of each role rather than generic training paths.
Structured Journeys Across Functions
Seven learning journeys were introduced across different teams and use cases, including initiatives focused on core organizational values, sales capability building, and specialized functional cohorts.
These journeys allowed the organization to scale development programs while maintaining relevance to each group’s responsibilities.
Role Fitment Visibility
Centralized analytics dashboards gave leaders a clear view of role readiness across the organization. Managers could identify development gaps, compare performance across groups, and monitor improvement over time.
Engagement Through Recognition
Gamified engagement features such as leaderboards, medals, and participation tracking helped sustain momentum across large cohorts and encouraged consistent progress through the journeys.
Together, these elements created a structured development system that connected assessment insights with continuous capability building.
Scale & Participation
The initiative reached a large cross-functional audience and maintained consistent engagement.
Metric | Outcome |
Total Participants | 2,150 |
Active Users | 71.8% |
Total Learning Hours | 1,616.6 |
Learning Items Completed | 38,280 |
Action Items Executed | 10,247 |
Participation expanded across departments, including large sales-focused groups and operational teams.
Assessment Coverage
Assessment participation remained strong across roles.
Segment | Total Users | Completed | Completion Rate |
Enterprise-wide | 578 | 578 | ~100% |
BDM | 109 | 105 | 96.3% |
TSM | 18 | 17 | 94.4% |
More than 700 employees were assessed across key segments, demonstrating strong accountability within the program.
Role Fitment Insights
Segment | Role Fitment Score |
Enterprise-wide | 49.04% |
BDM | 57.82% |
TSM | 56.40% |
Revenue-facing teams showed stronger alignment with role expectations, while also highlighting opportunities for further development across the broader workforce.
Skill Performance
Metric | Result |
Questions Attempted | 39,654 |
Correct Answers | 26,974 |
Overall Accuracy | 68% |
These measurements provided objective visibility into knowledge reinforcement and capability improvement.
Learner Experience
Feedback Area | Score |
Learning Module Rating | 4.7 / 5 |
Platform Rating | 4.7 / 5 |
Engagement Experience | 4.7 / 5 |
Sentiment Score | 4.3 / 5 |
Participants frequently highlighted the usefulness of the learning journeys and the accessibility of the platform.
Over time, the program began changing how workforce capability development was managed across the organization.
Assessments created clearer visibility into how well employees aligned with role expectations
Learning journeys directly addressed capability gaps identified through evaluations
Skill scores provided measurable insight into knowledge reinforcement
Engagement tracking helped leaders maintain participation across large cohorts
Development shifted from fragmented initiatives to a structured capability system
Area | Before | After |
Role readiness visibility | Limited | Measurable role fitment tracking |
Skill evaluation | Manager-driven | Question-based analytics |
Learning alignment | Generic modules | Assessment-informed journeys |
Participation tracking | Manual | Real-time dashboards |
Engagement | Passive | Gamified participation system |
Development planning | Reactive | Structured capability building |
By integrating assessments with structured learning journeys, the organization created a scalable model for workforce capability development. The initiative established a clear link between skill measurement, targeted learning, and ongoing engagement, helping leaders build stronger alignment between employee capabilities and role expectations.