Why Semis Beats Deel and Rippling for Training Needs Analysis (TNA)

Do you know that Companies lose billions annually to talent attrition? Tools that boost satisfaction through personalised learning, mentor pairing, and predictive analytics can directly increase profits by reducing turnover costs (often 1.5–2x an employee's salary).

Human resource, supervisors, learning and development personnel currently spend a vast majority of their time debugging rows of spreadsheet data, sorting through appraisals, employee skill gaps and manually organising training requests. This is absurd in the AI agentic era.

While I understand that employees need structured growth, leaders need visibility and HR/L&D teams needs clarity without drowning in spreadsheets everyday. Yet, most companies rely on tools that were never designed for this job.

Platforms like Deel and Rippling are incredible for HR operations, payroll, onboarding, compliance, global hiring. But when it comes to Training Needs Analysis, they stop where Semis begins Semis TNA.

Semis is built for:

Identifying real skill gaps
Mapping employee learning journeys
Pairing employees with mentors
Preventing churn caused by lack of growth
Connecting training directly to business goals

Semis from Reispar is better than current market alternatives like Deel, Rippling, PaidHR, SeamlessHR among others.

Semis vs Deel vs Rippling: What Each Tool Was REALLY Built For

Deel is excellent for hiring and compliance but not development, this is what Semis does very well.

What Deel does well:

- ✔ Global hiring
- ✔ Payroll & benefits
- ✔ Contractor management
- ✔ Compliance and paperwork

Where Deel struggles with TNA:

- ✘ No deep skill-gap analytics
- ✘ No structured learning pathways
- ✘ No mentorship workflows
- ✘ Limited insight into employee growth risk

While Deel helps onboard talent, Semis helps employees grow and stay.

Rippling: Strong HR automation- limited learning intelligence

What Rippling excels at:

- ✔ HR workflows
- ✔ IT access provisioning
- ✔ Employee data management
- ✔ Automations (approvals, onboarding, etc.)

But for TNA, Rippling falls short:

- ✘ Training is mostly compliance-driven
- ✘ Little insight into development readiness
- ✘ No connection between appraisals and learning plans
- ✘ No mentor pairing or growth insights

Rippling automates processes while Semis automates and builds capability and knowledge equity.

What Makes Semis Different for Training Needs Analysis

Semis is designed around one core reality: Organisations don’t just lose people, they lose knowledge. And that loss is very expensive.

Here are some great reasons to use Semis for TNA:

1. Deep Skill-Gap Identification (Beyond Spreadsheets)

Instead of dumping appraisal and skill gaps review results into Excel and getting overwhelmed, do this with Semis from Reispar Technologies:

- Upload or integrate appraisal data

- Semis cleans and structures it

- AI highlights real gaps and priorities

No more vague entries like:

- “Excel training” or “communication skills”

Semis will translate them into specific competencies, urgency levels and suggest interventions your company and key stakeholders should take.

2. From Skill Gap → Mentor → Learning Path

This is where Semis truly separates itself. Semis helps by creating;

Automatic mentor recommendations
Guided learning programs
Practical session tracking
Measurable outcomes

3. Employee Intelligence Dashboards

Semis shows leaders:

Departments at risk of churn
Uneven knowledge distribution
High-potential employees
Learning velocity across teams
ROI of training investments

You don’t just train, you see why, where, and what changes.

4. Built for Mentorship, Fellowships, & Development Communities

Unlike Deel and Rippling, Semis supports:

Internal mentorship programs
Cohort-based learning
Fellowships and research communities
Continuous skill knowledge loops

At Reispar, we understand that learning isn’t “HR paperwork”, it’s culture. Get your company onboard Semis today!

Image source: Germini (for illustrative purposes)