Completion does not show understanding.
An employee can finish every module and still miss key concepts. Assessment results help reveal what they have understood and where gaps remain.
Learning & development for every employeeThe right learning and OJT.
The right learning and OJT.
At the right time.
Meridian identifies each employee's skills gaps and connects them to relevant learning and on-the-job training (OJT). Managers can track progress and provide support when it is needed.
One platform. Three connected functions: learning, performance review and OJT planning.
From a skills gap to a planKnow what each employee needs next.
Connect learning, review results and on-the-job development.
The gap between training and learningTraining is done.
Training is done.
What has each person learnt?
A completion record cannot tell you what someone understands, where they still struggle or what they need to learn next. Development needs to start with the individual.
Meridian connects each person's skills assessment, targeted learning and development plan, so managers can see who needs support and what to do next.
Same training. Different learning needs.
People in the same team have different strengths and gaps. Each person needs learning that fits their role and current knowledge.
Struggling learners are easy to miss.
A team-wide completion rate can hide who is stuck and which topics they find difficult. Managers need to see this while there is still time to help.
One platform, three connected functionsLearning, reviews and OJT.
Learning, reviews and OJT.
Connected around each person.
Identify what each employee needs to learn, use review findings to understand their gaps and build an OJT plan to support their next step.
Explore real product screens below. Select a screen to see more detail.
01 / Meridian LMS
Turn your training material into a course your team can use.
Start with a course brief or an existing slide deck. AI helps build the course and quiz, while Meridian keeps learning and completion records together.
- Create course content and quizzes from your materials.
- Identify skills gaps through a focused assessment.
- Give each employee a learning path and track progress.
Relevant learning for each employee, with progress you can follow.
A shared starting point for courses, skills assessment and learner progress.
02 / Meridian Performance Review
Give performance reviews a consistent starting point.
AI assesses KPIs and competencies against the available evidence, helping managers prepare a more structured review.
- Score performance against clear criteria and evidence.
- Review AI-recommended weightings and performance bands.
- Use review results to identify development and succession needs.
Use performance evidence to guide what each employee develops next.
Bring KPI results and competency ratings into a structured review.
03 / Meridian OJT Generator
Turn review findings into a practical development plan.
Bring learning history, role requirements, performance reviews and supervisor input together. AI drafts an on-the-job training plan around each person's priorities.
- See development needs in one skills-gap view.
- Set priorities using inputs you can adjust and review.
- Combine workplace tasks, guided practice and formal learning.
Give each employee practical OJT that addresses their development needs.
See skills gaps and the areas each employee needs to develop.
How it works together
A skills gap should lead to a next step.
Connect the information your HR team already has, so learning and development respond to actual needs.
Identify what needs improving.
Use skills assessments, performance evidence and supervisor input to understand the gaps.
Choose relevant development.
AI drafts a blend of practical tasks, guided learning and courses based on the employee's priorities.
Review, support and adjust.
Track learning progress and use the next review to decide where further support is needed.
AI prepares and recommends. Your HR team stays in control.
Review the evidence, adjust recommendations and make the final decision.
Why Meridian, by Elitez
Personalised development. Practical support.
Help employees learn what their role requires and put that learning into practice, with managers involved in their development.
Connected employee development
Connect learning, performance reviews and OJT planning within Meridian, so each function informs the next step for the employee.
Recommendations you can review
Keep human judgement in the process. Review and adjust AI recommendations to suit your organisation.
Support beyond the software
Through the AI Starter Kit, Elitez helps redesign HR workflows, configure Meridian and train your team to use it.
Built on Elitez's HR and workforce experience. The AI Starter Kit combines Meridian with job redesign support mapped to the IHRP Body of Competencies.
About Elitez ↗AI Starter Kit (HR)Get the platform.
Get the platform.
Help your team put it to work.
Combine Meridian with consultancy to redesign 1–2 HR or learning & development roles. Packages are sized for companies with 20–60 employees, with custom scoping for larger organisations.
Funding support under WDG(JR+)Up to 70%
Subject to eligibility and grant approval.
Discuss your eligibility ↗Redesign the work
S$10,000–15,000
Workforce diagnosis, formal job redesign and structured upskilling.
1 role: S$10,000
2 roles: S$15,000
WDG(JR+) Components 1 & 2
Equip your team
S$25,000–45,000
Meridian LMS, Performance Review and OJT Generator, configured to your organisation's data.
WDG(JR+) Component 3
Confirm scope and licensing with Elitez.
A worked funding example
≈ S$10,500
S$35,000 project cost
− S$24,500 grant at 70%
= S$10,500 net investment
Low-end package illustration, subject to approval. This is not a monthly subscription price.
Eligibility: Singapore-registered or incorporated companies with at least three local employees (Citizens or Permanent Residents). Grant support is subject to assessment, prevailing scheme requirements and approval; maximum grant cap of S$150,000 per enterprise.
The brochure's 54% automation index is an indicative figure for the HR/L&D function, not a guaranteed reduction in your team's workload. Scope, costs and outcomes depend on the engagement.
From your first workflow to day-to-day use.
Identify
Find the HR roles and tasks that take the most manual effort.
Redesign
Work with Elitez to improve the role and its processes.
Deploy
Configure Meridian and train your team to operate it.
Build AI skills
Attend IHRP-accredited AI Fluency courses. Course fees are separate.
Track outcomes
Compare efficiency, cost and manual effort before and after.
What this means for your HR team
Build skills for a bigger role.
The consultancy can support one of four career pathways, chosen for the person's role and development needs. The first three months are included in the Starter Kit; months 4–12 are scoped separately.
01 · Learning strategy — Learning Experience Designer
Months 1–3 · FoundationLearn training needs analysis and learning methods. Use Meridian LMS to create courses, quizzes and records.
Months 4–8 · Applied practiceBuild a blended learning journey for one department, run a first cohort and review learner data.
Months 9–12 · OwnershipOwn learning design and training recommendations for a business unit, and review before-and-after results.
Potential progression: Learning & Organisational Development Lead / L&D Manager. Mapped to Learning & Development and Career Management, with Insights-Driven Practices and Technology & Operational Excellence.
02 · Organisational development — Capability & Skills-Gap Analyst
Months 1–3 · FoundationLearn organisation development and job redesign. Work with competency frameworks and skills-gap analysis.
Months 4–8 · Applied practiceMap skills gaps, identify training or redeployment needs, and generate development plans.
Months 9–12 · OwnershipOwn the skills-gap report and reskilling roadmap, run on-the-job training and measure progress.
Potential progression: Organisation Development / Job Redesign Consultant. Mapped to Organisation Development, Job Redesign and Workforce Planning, with Insights-Driven Practices.
03 · Talent & performance — Performance & Talent Analytics Specialist
Months 1–3 · FoundationLearn performance frameworks and use Meridian for scoring, performance bands and calibration.
Months 4–8 · Applied practiceUse review data to identify development and succession needs, and prepare a calibration pack.
Months 9–12 · OwnershipRun a review cycle for a business unit and provide evidence for talent discussions.
Potential progression: Performance & Rewards / Talent Management Lead. Mapped to Performance Management, Talent Management and Succession Planning, with Insights-Driven Practices.
04 · HR business partnering — People Partner / Junior HRBP
Months 1–3 · FoundationDevelop people engagement, communication and HR advisory skills. Build relationships with managers.
Months 4–8 · Applied practiceBecome a first point of contact for a business unit and handle routine workforce and labour relations queries.
Months 9–12 · OwnershipOwn the people-partnering relationship for a business unit, with escalation to senior HR where needed.
Potential progression: HR Business Partner. Mapped to People Engagement and Workforce & Labour Relations, with Relationships & Communication and Labour Policies & Legislations.
Pathways use the IHRP Body of Competencies 3.0 and job redesign approach. Talent acquisition, including sourcing, acquiring and onboarding, is outside the programme's scope.
Your questions, answered
Before you get started.
Have a specific workflow in mind?
Speak to the Meridian team ↗
What exactly is Meridian?
Meridian is one AI-powered learning and development platform with three connected functions: learning management, performance review and OJT planning. Together, they help identify individual skills gaps, guide relevant learning and plan practical development. The AI Starter Kit adds consultancy, workflow redesign and implementation support around the software.
How is this different from a learning management system?
A learning management system (LMS) manages courses and learning records. Meridian also includes performance reviews and development planning, so review findings and skills gaps can inform what employees learn and practise next.
Does AI make the final HR decisions?
No. AI helps score, recommend and draft. Your HR director reviews recommendations, adjusts them to the business and makes the final call. Development priorities are adjustable and auditable.
What does a 70:20:10 development plan mean?
It blends three types of development: 70% learning through practical work, 20% learning with others and 10% formal learning. Meridian helps draft plans that combine on-the-job tasks with learning activities and relevant courses.
Can we discuss Meridian without the Starter Kit?
Contact Elitez to discuss your software requirements, deployment scope and licensing. The published S$25,000–45,000 range describes the Meridian platform component of the Starter Kit; it is not a published monthly SaaS subscription.
Who is the Starter Kit for, and what is included?
Packages are sized for companies with 20–60 employees, with custom scoping above 60. The Starter Kit covers the first three months of consulting and enablement, including diagnosis, redesign of 1–2 HR/L&D roles and Meridian deployment. Later consulting phases are scoped separately. AI Fluency course fees are excluded.
Is funding guaranteed?
No. Support of up to 70% under WDG(JR+) is subject to eligibility, project assessment and grant approval. The approximately S$10,500 net figure is an illustration based on a S$35,000 project at 70% support. Elitez can discuss the requirements with you.
Can the performance review module fit our organisation?
Discuss your review criteria and processes with Elitez during scoping. As stated in the brochure, the performance management module may be provided using open-source tools to accommodate organisation-specific requirements.
See Meridian in action
Help every employee take the right next step.
See how Meridian connects an employee's skills gaps to relevant learning and OJT. We'll walk through the platform and discuss how it can support your team's development.
- See how learning, performance review and OJT work together.
- Discuss your employees' learning and development needs.
- Understand scope, costs and possible funding support.