Gamfi for HR · Module
Mandatory training with certification, deadline registers and a whistleblowing channel in one system
In the Gamfi platform you run mandatory training, check-up and certification deadlines, and whistleblower reports in one place, with an auditable trail. When an inspector asks a question, you answer with a report, not a week of gathering documents.
How it works
Obligations that remind you about themselves – and leave proof they were completed.
- 1
The system knows who needs what
The scope of training and check-ups follows from the role, department and location.
- 2
Obligations remind you before the deadline
The employee and their manager get an alert before a certification or check-up expires.
- 3
Completion leaves a trace
Completed training, a passed test and a certificate land in the employee's documentation with a date.
- 4
A report for an inspection is generated on request
You see the status for the whole organisation and for a single person – without a week of gathering data.
More, because it is one system
Health and safety training vendors sell you courses, whistleblowing channel vendors sell you an inbox. Compliance living in the same system as HR and training closes gaps a separate tool can't see.
Mandatory and development training in the same rhythm
The employee doesn't get two apps: health and safety training and a sales course sit side by side, in one place. The market usually splits this into a specialised health and safety tool and a separate training system.
Proof of completion sits with the employee, not in a separate register
The certificate and the completion date land in that person's documentation, so a report for an inspection doesn't need data pulled from three systems.
Certifications show up where you plan work
This is the direction we're heading with the working-time module: someone without a valid check-up or certification shows up while you're building the schedule, not during an inspection. Training vendors and scheduling vendors are two separate worlds today, so that information currently only comes together in a manager's head.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
The scope an auditor, an inspector and your legal team would expect from you.
Mandatory training
- Training assigned by role, department and locationnobody manually decides who gets assigned what
- Knowledge test with a pass thresholdquestion bank, time limit, number of attempts
- A numbered certificate after passinglands in the employee's documentation, not in an email inbox
- Periodic health and safety training delivered remotelyfor the groups of roles that Polish regulations allow to take it this way
- Obligations that recur every year or every three yearsthe cycle repeats itself, with nobody watching a calendar
- The same engine as development trainingone app for the employee, one place for HR
Registers and deadlines
- A register of certifications, check-ups and certificateswith an expiry date against every entry
- An alert before something expiresto the employee and their manager, by email or text message
- Escalation when the deadline passesthe issue doesn't disappear from view after a single reminder
- Compliance status for the whole organisation on a dashboardyou read the numbers from the register; the AI summary is a pointer to where to look, not the record itself
Whistleblowing channel
- A report with the reporting person's identity protectedanonymous reports too, no account in the system needed
- A conversation with the reporting person without revealing who they areyou can ask follow-up questions without losing anonymity
- A case register with deadlinesacknowledgement of receipt and feedback within the deadlines set by law
- Access only for designated peoplereports are seen by the team that handles them, and nobody else
Pay transparency
- Pay ranges assigned to rolesthe same role structure that certifications and training run on
- Groups of roles of comparable valuewithout them there's nothing to compare against – this is the first piece of work to do
- A breakdown of pay differences within a group of rolesthis is exactly what the reporting obligation asks for
- An answer to an employee's question about average paythe employee has a right to it, and the employer has a deadline
- Pay ranges in a job listingfrom the same place where you run recruitment
Audit trail and proof of completion
- A record of who passed and whenwith the scope of training and the test result
- An audit log that cannot be alteredan entry cannot be overwritten or deleted
- A report for an inspection on requestfor the whole company, a branch, or a single person
- Proof sits with the employee, not in a separate registerthe certificate sits in their documentation
- Data processed within the European Unionno transfer outside the EEA
Common questions
Open the one that applies to you.
Can periodic health and safety training be run online at our company?
It depends on the role, and there's no room for interpretation here. The remote form – guided self-study – is allowed under Polish law for office and administrative staff, management, and engineering and technical staff. For manual and blue-collar roles, the regulations don't allow it – and no system can change that. In Gamfi you run the part that's allowed to be remote, and you register the remaining training together with proof it was completed.
Does the reporting channel meet the requirements of Poland's whistleblower protection law?
We build the channel around those requirements: accepting a report with identity protection, acknowledgement of receipt and feedback within the statutory deadlines, a case register, and access limited to designated people. We confirm that the procedure matches your internal reporting policy with your legal team before go-live – the law requires both a tool and a procedure, not just the tool.
How will you get us ready for pay transparency?
By starting with work you'd need to do regardless of the tool: putting your roles in order, defining groups of comparable value, and pay ranges assigned to those roles. Only once that's done can you calculate pay differences and answer an employee who asks about the average for their role. Companies usually discover along the way that the hardest part isn't the number – it's justifying a difference that already exists.
How much time do we realistically have before pay transparency applies?
Less than the surveys suggest. In a 2026 SD Worx study, 64% of Polish HR professionals say they're fully prepared for the EU Pay Transparency Directive, but only 21% of job listings actually state a pay range today. That gap shows how much work sits between being aware of the obligation and being ready for it. The deadlines depend on the Polish law implementing the directive, which is still going through the legislative process – so instead of waiting for a date, it's worth starting with your role structure, because that work takes the longest and will be useful whatever shape the final regulations take.
Do we have to drop the company that runs our health and safety training?
You don't have to. The training content can stay yours or your vendor's – Gamfi is responsible for making sure it reaches the right people, gets completed, and leaves proof. Many customers start exactly this way: the materials don't change, only how the obligation is run and tracked.
Who sees whistleblower reports?
Only the people you name in your reporting procedure. Our platform administrator on our side does not see the content of reports, and every access to a case leaves a trace in the audit log. The law requires you to limit access to authorised people – we give you a tool that enforces that.
What does the price depend on?
Several factors affect the price: the number of participants, the scope of modules and the scale of the rollout. We're happy to go through the details in a meeting and in further contact.
For your IT team
The short answer for your security and compliance team.
- ISO/IEC 27001:2022 – the certificate's scope covers training processes and employee experience; it does not cover the whistleblowing channel or personnel documentation
- An audit log that cannot be altered, role-based permissions, data held in the EU
- Access to whistleblower reports limited to designated people, with every access logged
- We set up data exchange with your systems as part of the rollout; to start with, import from a file