People & structure
Employee profiles, business units, departments, roles, locations, and reporting relationships.
Enterprise
Platform.
Karas combines enterprise learning management with training administration. Connect employee data, course delivery, approvals, learning records, and reporting through a configurable platform with HRIS integration, single sign-on, and cloud or on-premise deployment.
One connected platform.
Built around the way your enterprise already works.
Connected Learning Infrastructure
Every part of enterprise learning,
connected through Karas.
Information follows each employee—from HR data and course access to approvals, attendance, completion records, and management reporting.Learning delivery
Internal, external, online, and micro learning managed through one corporate learning platform.
Operations & workflows
Enrolment, attendance, approvals, claims, notifications, feedback, and follow-up.
Records & insight
Searchable learning histories, team goals, training analytics, and enterprise reporting.
One employee learning profileKeep assignments, applications, attendance, results, certificates, skills, and development history together.
Shared information across modulesUse consistent employee, course, approval, attendance, and completion data throughout the platform.
Modular by designBegin with the capabilities required today, then extend the enterprise LMS as programmes and operational needs grow.
Enterprise Integration
Connect Karas to the systems your people already use.
Keep employee data aligned.
Receive staff profiles, departments, job information, and employment status from your current HR system through configured data exchange, reducing duplicate entry and outdated records.
Use your existing enterprise identity.
Connect Karas to the authentication process managed by your organization, giving employees simpler access while IT retains identity control.
Move learning information where it is needed.
Plan the exchange of employee, course, attendance, completion, and training record data with connected business systems using agreed fields and integration flows.
Enterprise Configuration & Scale
Configured for your structure.
Ready to grow with it.
Shape access, responsibility, workflows, learning policies, and administration around the way your enterprise operates.Organizational structure
Configure business units, departments, locations, employee groups, job roles, and reporting relationships for relevant administration and reporting.
Role-based access
Scope permissions by role and responsibility for employees, managers, trainers, HR, L&D, Finance, and platform administrators.
Bespoke workflows
Define request conditions, review stages, approvers, reminders, decision actions, comments, and approval history around enterprise policy.
Department-level control
Maintain common enterprise standards while authorized teams manage their own programmes, participants, approvals, and reports.
Multiple learning methods
Manage internal, external, online, and micro learning while keeping operational activity and employee records connected.
Enterprise scale
Support large employee populations, multiple administrators, business units, departments, and locations without adding separate systems.
Security, Governance & Deployment
Enterprise control.
Deployment flexibility.
Cloud or
on-premise.
Choose the deployment model that fits your IT environment, security policy, infrastructure, and governance requirements.
Cloud deploymentOn-premise LMS deployment
Protect sensitive employee and learning information.
Scope access by module, role, department, and responsibility so stakeholders can work without exposing information they do not need.
Keep administration and decisions accountable.
Retain approval decisions, timestamps, comments, attendance, completion activity, and employee training records for governance and reporting.
Plan the platform around your environment.
Work with a local team on configuration, HRIS integration, data exchange, deployment planning, administrator preparation, and rollout.
Enterprise experience26 yearsLocal digital solution and implementation experience
Current platform use2,000+Users supported across real enterprise learning activity
Planning your implementation
What should your team prepare?
Start with the training processes and systems you need to connect. This checklist helps HR, learning teams, and IT define a useful scope before agreeing configuration, integrations, and rollout.
- Choose the first learning activities. Identify whether the first rollout covers internal courses, external training, online courses, or microlearning, and which employee groups need access.
- Map people and permissions. Bring your department structure, manager relationships, administrator roles, and examples of who should see each type of record.
- Document approvals and claims. Gather the rules, review stages, exceptions, and supporting documents needed for your training workflows.
- Review integration and existing records. List your HR and identity systems, the fields to exchange, and any historical training records you want to carry over. Confirm supported formats, data mapping, and migration scope with the team.
- Agree deployment and reporting requirements. Review cloud or on-premise responsibilities with IT, and bring examples of the reports managers need. Confirm the implementation schedule against the agreed scope.
Questions about implementation.
Which HR and login systems can Karas integrate with?
Karas supports configured HRIS data exchange, single sign-on, and API-based data flows. Specific connections depend on your source systems and agreed implementation. Bring the system names, authentication requirements, fields, and update requirements so the team can confirm the integration approach.
How do cloud and on-premise deployment differ?
The choice affects where the platform runs and who is responsible for its infrastructure. Karas supports both options. Agree hosting location, access, backup arrangements, maintenance, and support responsibilities with the team before selecting a model.
How much does implementation cost, and how long does it take?
Request a quote and schedule for your proposed scope. Include your modules, employee groups, workflows, integrations, existing records, and deployment requirements in the discussion. Confirm which services and responsibilities are included before committing to a rollout date.
One platform for
every learning operation.