Training software for companies in Mexico

What the Federal Labor Law requires

Since the reform published in the Diario Oficial de la Federación on November 30, 2012, these are the main obligations for training and skills development (capacitación y adiestramiento).

• Training software for retail

DC-3 certificates and training plans

The training team manages the plan, its delivery and the certificates in the same place.

• DC-3 certificate

  Issuance of the DC-3 certificate of job competencies or skills for operations in Mexico.

• Training needs assessment (DNC)

  With the fields each company defines, as the basis for the plan.

• Annual training plan

  Content, hours, methodology, costs and participants for each activity.

• Plan fulfillment

  Planned versus actual, in hours, cost and participation.

• Certificate search and bulk download

  Search by attributes and dates, and download in a ZIP file.

• SENCE and training planning

Branches, shifts and operational staff

In stores, plants and distribution centers, many people have no email or computer. Clikma reaches them anyway.

• Automatic assignment by job role, area or location

  Each employee roster upload assigns training by job role and branch.

• Several login methods

  Username and password, a Microsoft or Google corporate account, a QR code or a token from external systems.

• QR code login

  From the training room, without typing any credentials.

• Targeted push notifications

  Notifications to mobile phones, with filters to choose who receives them.

• In-person, webinar and e-learning in a single plan

  Each module with its own format, within the same plan.

• Training field workers

NOM-035: psychosocial risks and organizational environment

NOM-035-STPS-2018 requires a psychosocial risk prevention policy, identifying and analyzing those factors, sharing information with workers, and training and raising awareness among directors, managers and supervisors.

Workplaces with 16 to 50 workers identify risk factors using reference guide II, and those with more than 50 workers use reference guide III on a representative sample; the analysis is repeated at least every two years. With Clikma surveys, the company administers the questionnaires it defines, anonymously if needed, and shares the information with a record of who read it.

• Climate survey with dimensions and subdimensions

  Questions organized in groups, with analysis by dimension.

• Anonymous and no-login surveys

  So people can answer with confidence.

• Internal communications with a read report

  To share the policy and the information, with a record of who read it.

• Action plans with an owner and a deadline

  The actions that come out of a survey, with an owner and a deadline.

Performance, climate and analytics on the same platform

Training connects with performance reviews and with operational indicators.

• Goals with KPIs, weighting and approval

  Goals by job role or branch, each with its indicator and weight.

• Job profiles

  The responsibilities and competencies of each job role, the basis for evaluation and training.

• Pulse surveys

  To know how each team is doing between one measurement and the next.

• Configurable training metrics

  More than 150 ready-to-use indicators, with 15 chart types.

• Talent management platform

Official sources

• Diario Oficial de la Federación: reform of the Federal Labor Law (11-30-2012)
• Diario Oficial de la Federación: training criteria and forms, DC-3 (06-14-2013)
• Diario Oficial de la Federación: agreement that discontinues the DC-4 form (04-04-2025)
• Diario Oficial de la Federación: NOM-035-STPS-2018