Training ends.
Tracking doesn't.
교육이 끝나도, 측정은 계속됩니다.
Most corporate language programs end the day the training ends. Within 6 months, your team's Korean has decayed and HR has nothing to show leadership. Skill Tracking is what we built so the measurement keeps going — quarterly, automatically, defensibly — so HR can prove the program still works and renew it confidently.
You spent RM 18,000+ on training.
Then HR went quiet.
Most corporate Korean programs follow the same pattern: 12 weeks of intensive training, a bright completion ceremony, and then silence. Six months later, when finance asks HR to justify renewing the program, the only evidence is anecdotal — "the team feels more confident."
Anecdotes don't survive budget review. HR needs measurable evidence that the team's Korean is still improving (or at minimum, holding) — not just that they completed a program once.
"My boss asked me to prove the Korean training worked. I had attendance records and a completion certificate. That wasn't enough." — HR Director, semiconductor MNC
What happens without tracking
Quarterly checkpoints.
Automatic reports. Zero admin.
Skill Tracking runs in the background. Your team takes a 20-minute quarterly assessment, the system updates their LEVSGRW radar, HR gets a team-level report. That's the entire flow.
Quarterly assessment
Each team member takes a 20-minute LEVSGRW assessment every 3 months — listening, vocabulary, grammar, expression. Adaptive, so it's never too easy or too hard.
Radar updates
Each learner's 7-skill radar updates with the new scores. Drift is visible — if Speaking dropped from 62 to 54, you know exactly what's eroding.
HR report generated
Team-level skill profile + individual reports auto-generated. Quarterly PDF for HR. Year-on-year trend charts for budget review season.
Optional intervention
If skills drop below threshold, we flag it and propose a refresh — short top-up sessions or specific skill drills. HR decides whether to act.
What HR actually
gets to use.
Skill Tracking exists because we kept hearing the same thing from HR Directors: "I need data I can put in a slide deck." Every output is built for that moment.
Quarterly team report
4-page PDF: aggregated team skill profile, change-from-last-quarter, identified skill gaps, recommendations. Drop-it-into-a-slide ready.
Year-on-year trend charts
The chart you need at budget review: "Here's our team's Korean fluency, year over year." Concrete answer to "did the training work?"
Individual reports (optional)
Where the learner consents, HR can see individual skill profiles. Useful for promotion review, role assignments, identifying who's ready for Korean-facing work.
Skill-gap alerts
Email to HR when team-level skill drops more than 10 points or when an individual misses 2 quarterly assessments. Issues surface before they become problems.
HRDC-ready evidence
If you renew Korean training annually, ongoing skill data strengthens your HRDC submission — proof the program is working, not just running.
API access (Enterprise)
For HR teams using Workday, SuccessFactors or similar — pipe LEVSGRW skill scores directly into your existing skills inventory. Your IT will thank you.
Three tiers.
Per learner. Per year.
Annual subscription, billed yearly or quarterly. Volume discounts kick in above 30 learners. Existing uBitto corporate clients get 20% off year 1.
Skill Tracking
5–60 LEARNERS
- Quarterly LEVSGRW assessments (4× per year)
- Individual learner radar updates
- Quarterly team report (PDF)
- Year-on-year trend charts
- Email alerts on skill drift
- HRDC-ready evidence for renewals
Skill Tracking + Refresh
5–60 LEARNERS
- Everything in Essential
- 2× quarterly group refresh sessions per year
- Skill-gap-targeted micro-content (weekly)
- Optional 1:1 quarterly check-in with Learning Partner
- Custom HR dashboard (web)
- Priority support response
Tracking + API
60+ LEARNERS
- Everything in Standard
- API access — pipe skills into Workday/SuccessFactors
- Dedicated success manager
- Quarterly executive review (in-person or video)
- Custom skill rubrics for industry-specific Korean
- SLA: 4-hour support response
Year 1 vs Year 2:
which renewal survives review?
The real test of a corporate language program isn't whether year 1 happens. It's whether year 2 gets approved. Here's how that conversation goes — with and without tracking.
For most teams, this is
~3% of training spend.
For a 15-person team that completed a RM 18,000 corporate Korean program, Skill Tracking adds about RM 3,000/year — roughly 17% of the original training spend, but spread across the next 12 months instead of front-loaded.
The question isn't whether RM 3,000/year is expensive. The question is: what's the cost of NOT being able to defend the original RM 18,000 at year 2 budget review?
For most HR Directors, the math is straightforward: Skill Tracking costs less than 20% of what a single non-renewal year would cost — and dramatically reduces the chance of non-renewal.
Sample math: 15-person team
What HR actually asks.
Is this HRDC-claimable?
Skill Tracking on its own (Essential tier) is generally not HRDC-claimable as a standalone — HRDC funds training, not measurement. However, the Standard tier (which includes refresh sessions) is typically HRDC-eligible because the refresh component qualifies as continued training. We handle the SBL-Khas paperwork. For Enterprise, talk to us — we structure it as a training engagement with measurement built in, fully HRDC-eligible.
What if our team didn't do training with uBitto?
Skill Tracking works regardless of where your team got their original Korean training — including KLH, in-house programs, or self-study. We start with a baseline LEVSGRW assessment, then track quarterly from there. You don't need to be an existing uBitto client. You just need a team that needs Korean and HR that needs evidence.
What's the commitment? Annual contract?
Annual subscription, billed yearly upfront or quarterly with a 30-day cancellation window. No multi-year lock-in. If a quarter's data shows the program isn't working, you should be able to walk — and we'd rather lose you than overcharge you.
How is this different from just renewing training?
Renewing training assumes year 1 wasn't enough — you're spending another RM 18k+ to fill gaps you can't see. Skill Tracking surfaces the actual gaps so you only spend on what's needed. Many of our clients use tracking data to spend LESS on year-2 training — only refreshing the specific skills that drifted, not retraining the whole program.
Can we see a sample report before buying?
Yes — request a sample team report on the contact form (anonymized data from a real client, with permission). It's a 4-page PDF showing the kind of report HR will receive each quarter. Most HR teams find it answers their questions in 5 minutes.
What about data privacy for individual team members?
By default, HR sees only aggregated team-level data. Individual scores are visible only to the learner and their Learning Partner — unless the learner explicitly consents to share with HR (typically when they want HR to see specific evidence for promotion or role change). PDPA-compliant. We sign DPAs with corporate clients as standard.
Can we add Skill Tracking mid-program?
Yes. Most clients add it 1–2 months before the original training program ends, so the first quarterly assessment serves as both an end-of-training evaluation and the baseline for ongoing tracking. Adding it late (after training ended) also works — we just start with a fresh baseline.
What happens if our team shrinks or grows?
Pricing is per-learner per-year. If the team grows mid-year, new learners are added pro-rated. If learners leave, their slots can be reassigned to new joiners (within the annual term) at no extra cost. Annual renewal then adjusts to actual headcount.
Make the next renewal
defensible.
15-min discovery call. Sample report shared within 24 hours. Custom quote for your team within 48. Existing uBitto corporate clients save 20% on year 1.
