Kahuna Workforce Solutions has been selected as a partner on the Infor Marketplace, bringing its frontline skills and competency data to organisations using Infor HCM. The integration is designed to help operations-heavy businesses connect employee records with verified, task-level qualifications, training needs and certifications. For employers in manufacturing, energy, healthcare and field services, the partnership addresses a practical workforce management challenge: knowing not only who is employed, but who is currently qualified to perform a particular job safely and effectively.
Enterprise HR systems help organisations manage employee records, payroll, talent processes and other core people operations. But for businesses that depend on frontline workers, those records may not provide enough detail to answer a critical operational question: is a particular employee qualified to perform a specific task today?
Kahuna Workforce Solutions is addressing that gap through a new partnership with Infor. The frontline workforce readiness provider announced that it has been selected for the Infor Marketplace, an ecosystem of verified solutions designed to extend Infor’s industry cloud software.
The partnership is intended to give Infor Human Capital Management (HCM) customers access to Kahuna’s task-level skills and competency data without requiring them to replace their existing HR systems.
The announcement is particularly relevant to organisations where job readiness depends on current certifications, equipment-specific proficiency, practical assessments and documented training. In these environments, an employee’s job title or general training history may not be sufficient evidence that they can perform a particular assignment.
Closing the gap between employee records and operational readiness
Traditional HCM platforms support a broad range of people management activities, including employee administration, talent processes and payroll. Frontline operations, however, often require more granular information about individual capabilities.
A manufacturing facility may need to verify whether an employee is qualified to operate a specific machine. An energy company may need to confirm that a field worker’s certification remains valid before assigning a job. Healthcare providers may need reliable records of training and competency relevant to particular responsibilities.
Kahuna’s platform is designed to maintain a validated record of what frontline employees are qualified and certified to do, alongside the training or assessments they may need to complete.
By connecting this information with Infor HCM environments, the companies aim to give organisations a more complete picture of workforce readiness.
The distinction matters because workforce availability and workforce readiness are not the same. An employee may be available for a shift but lack a required qualification, while another worker may have the necessary skills but need additional training to take on a new responsibility.
Connecting employee records with more detailed competency information could help managers make staffing decisions using evidence of readiness rather than relying only on job titles, historical assignments or assumptions about experience.
Six potential benefits for frontline organisations
According to the announcement, the Kahuna and Infor combination is intended to support several workforce management activities.
1. Identify skills gaps and expiring certifications. Tracking qualifications and proficiency can help organisations spot missing or expired credentials before they affect staffing, production or compliance. The effectiveness of this approach will depend on how consistently employee records are maintained and updated.
2. Match workers to tasks and equipment. Mapping skills to specific jobs can give supervisors a stronger basis for assigning work. This is especially important when particular equipment or activities require documented qualifications.
3. Support frontline staffing decisions. Visual skills information can help shift supervisors understand which qualified workers are available and where additional coverage may be needed.
4. Target onboarding and cross-training. Identifying specific competency gaps can help training teams focus on the skills employees need for their current roles or future responsibilities, rather than relying on generic training plans.
5. Improve audit preparation. A consolidated record of qualifications and certifications can make it easier to retrieve evidence during audits and compliance reviews. However, maintaining an accurate record does not by itself guarantee compliance with every applicable requirement.
6. Extend existing HCM investments. The partnership is positioned as an addition to an organisation’s existing Infor environment, rather than a wholesale replacement of its HR technology.
Together, these capabilities are intended to link workforce planning more closely with the operational realities of frontline work.
Why skills visibility matters to HR and operations leaders
The announcement highlights a broader challenge in workforce management: the need to connect HR information with the capabilities required to keep operations running.
HR teams may be responsible for maintaining employee and training records, while operations managers are responsible for ensuring that the right people are assigned to the right tasks. When those teams work from disconnected information, organisations can struggle to identify gaps early or understand the full range of skills available across locations and shifts.
A more integrated view of skills could help organisations identify where training is needed, plan internal mobility and understand which employees may be ready for additional responsibilities.
It could also give leaders a more structured basis for workforce development. Instead of treating training as a collection of completed courses, organisations can connect learning and assessment records to the competencies required for specific tasks.
For businesses operating across multiple sites, this approach may be especially useful when qualifications differ by equipment, role, location or operating procedure.
The value, however, will depend on implementation. Organisations need clear competency frameworks, reliable assessment practices and defined processes for updating records when employees complete training, change roles or allow certifications to expire.
Marketplace partnerships and the integration strategy
Kahuna’s selection for the Infor Marketplace reflects a broader enterprise software strategy: extending established platforms through specialised applications rather than expecting one system to manage every operational requirement.
Infor HCM provides the core people-management environment, while Kahuna focuses on frontline readiness and task-level competency information. The partnership is intended to bring these complementary data sets closer together.
For technology buyers, a marketplace listing can provide a route to discovering solutions designed to work within an existing vendor ecosystem. But marketplace availability should not be interpreted as proof that every desired workflow is automatically integrated or enabled.
Before deployment, customers should confirm which data fields are exchanged, how frequently records are updated, how permissions are managed and whether information can be used consistently across locations. They should also establish whether the solution supports their specific certification, assessment and workforce scheduling processes.
The supplied announcement identifies the partnership and its intended benefits, but does not provide detailed technical specifications, implementation timelines, pricing or independently measured outcomes.
What HR technology buyers should evaluate
Organisations considering a skills-readiness platform should assess more than the number of qualifications recorded in a system. They should examine whether competency definitions are consistent, whether assessments accurately reflect practical ability and whether supervisors can access current information when making staffing decisions.
Useful measures could include the time required to verify qualifications, the number of expired credentials identified before assignments, the percentage of critical roles with documented competency coverage and the time needed to prepare audit evidence.
It is also important to establish who owns each part of the process. HR, training, compliance and operations teams may all contribute to maintaining a reliable skills record, and unclear accountability can undermine the quality of the data.
The Kahuna–Infor partnership offers a potential way for frontline organisations to connect people-management records with more detailed information about operational capability. Its practical impact will depend on how effectively customers integrate that information into everyday decisions.
From workforce records to verified readiness
Kahuna’s addition to the Infor Marketplace points to a growing focus on workforce skills as operational data, not simply an HR reporting category.
For organisations in manufacturing, energy, healthcare and field services, the ability to verify qualifications and match employees to specific tasks can be important to staffing, training and compliance workflows.
By connecting its frontline readiness capabilities with Infor HCM, Kahuna aims to help customers build a clearer picture of what their workforce can do. The next test will be how well the integration supports real-world processes and delivers measurable improvements in workforce visibility and operational decision-making.
Market Landscape
Kahuna’s partnership with Infor reflects five wider trends in HR and workforce technology:
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Skills-based workforce management: Employers are increasingly looking beyond job titles to understand employees’ specific competencies and readiness for work.
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Frontline workforce digitisation: Manufacturing, healthcare, energy and field services require reliable qualification data to support daily staffing decisions.
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Connected HR and operations systems: Organisations are seeking to link employee records with operational requirements, training and compliance workflows.
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Competency-led learning: Skills-gap information can help employers target onboarding, upskilling and cross-training more effectively.
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Enterprise marketplace ecosystems: Software marketplaces give customers a way to discover specialised solutions that complement their existing platforms.
Kahuna’s positioning focuses on the gap between having an employee record and having validated evidence of a worker’s current capabilities. The partnership’s value will depend on integration depth, data accuracy and adoption by frontline managers.
Top Insights
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Kahuna Workforce Solutions has been selected for the Infor Marketplace, extending its frontline workforce readiness offering to Infor HCM customers.
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The partnership aims to connect employee records with task-level skills, qualifications, certifications and training requirements.
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Frontline managers could use more detailed competency data to support staffing, equipment assignments and identification of skills gaps.
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The integration is designed to complement existing Infor HCM environments rather than require a complete replacement of HR systems.
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Customers should validate integration capabilities, certification workflows and measurable operational benefits before deployment.
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