Upskilling & Reskilling Platform

Build skills that drive business performance

Disprz helps enterprises continuously build workforce capability with AI that identifies emerging skill needs, delivers personalized development, and prepares employees for what's next.

See it in action

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Trusted by teams at

How Disprz transforms upskilling & reskilling

Built for continuous workforce development

Disprz helps organizations continuously build the capabilities their business needs with AI-powered skills intelligence, personalized learning, and measurable workforce development.

Close critical skill gaps

Identify capability gaps across your workforce and deliver targeted learning that helps employees build the skills required to perform better in their current roles.

Stay ahead of changing skill demands

Prepare your workforce for emerging technologies, evolving business priorities, and new roles with continuous reskilling pathways that keep capabilities aligned with what's next.

Expand workforce capability at scale

Deliver consistent upskilling and reskilling programs across teams, business units, and geographies with automated learning journeys, assignments, and AI-powered recommendations.

Prove the impact of every learning investment

Measure skill growth, workforce capability, and business outcomes with real-time insights that help leaders demonstrate the value of every learning initiative.

What leading organizations say about Disprz

"Our skilling transformation has been incredibly rewarding, with strong employee engagement throughout, and Disprz has played a key role in making it a reality."

Nerissa Berba

EVP & Chief People Officer, Security Bank

PHP 3 mn and 654 man-days saved in training costs

Drove 80% platform adoption through continuous learner engagement

Numbers that matter

What our customers achieve with Disprz

Surge in learner engagement

HDFC ERGO drove a 7X surge in learner engagement across 11,000+ employees, lifting average learning time from 4 to 30 minutes a month.

HDFC ERGO case study

700+

Roles mapped to skill frameworks

Almosafer mapped 700+ roles to skill frameworks across the business, replacing generic training with role-based learning paths.

Almosafer case study

60%

Cut in training delivery time

Times Internet cut training delivery time by over 60% across 4,000+ employees, moving from manual processes to structured, role-based workflows.

Times Internet case study

How Disprz covers every layer of your skilling program

Map skills and proficiency levels to every job role and job family
Identify skill gaps with 360°, adaptive, and technical skill assessments
Turo turns SOPs, product content, and source documents into role-relevant microlearning
AI-powered recommendations personalize each employee's learning pathway to their gaps
Real-time skill and capability dashboards tied directly to business outcomes
Mobile-first delivery built for frontline and knowledge workers alike

Common questions about upskilling and reskilling with Disprz

How is upskilling different from reskilling, and does Disprz handle both?

Upskilling builds on an employee's current skill set to help them perform better in their existing role. Reskilling prepares them for a different role entirely, often in response to shifting business needs or emerging technologies. Disprz maps both journeys against the same skill framework, so an employee's proficiency data drives whichever pathway, deepening a current skill or building a new one, without starting from scratch each time.

How does Disprz identify skill gaps in the first place?

Disprz benchmarks the skills and proficiency levels required for each job role, then compares that against an employee's current capability using a mix of assessment types, including 360° feedback, adaptive assessments, and technical skill tests. The resulting skill score powers a personalized learning pathway, so employees see development tied to their actual gaps rather than a generic course catalog.

How does Turo help build skilling content faster?

Turo converts existing source material, including SOPs, product documentation, and internal knowledge, into structured, role-relevant learning modules without waiting on a full instructional design cycle. As business priorities shift and new skill demands emerge, L&D teams can turn that content into assignable modules in a fraction of the time manual authoring takes, and publish it directly into the learning experience employees already use.

Can Disprz support both frontline and knowledge workers on the same platform?

Yes. Disprz delivers mobile-first, personalized skilling to both distributed frontline teams and desk-based knowledge workers from a single system, so organizations aren't running separate tools for different parts of the workforce. Learning pathways and content formats adapt to each group's context, while skill and coverage data roll up into one consistent view for leadership.

How do leaders measure the business impact of a skilling program?

Disprz provides real-time dashboards that track skill growth, capability coverage, and program adoption by team, business unit, and geography. Because skilling data connects back to role and performance context, leaders can point to concrete workforce capability metrics instead of relying on completion counts alone to justify the learning investment.

How long does it take to roll out an upskilling and reskilling program?

Timelines vary with the number of skill frameworks, roles, and integration points involved, but most deployments follow the same 8 to 12 week pattern as other Disprz rollouts. The implementation team handles skill mapping, content migration, and HRMS integration, so internal L&D resources aren't carrying the bulk of the setup work.