Competency matrix & gap analysis

À quoi ça sert#

Further training should close gaps, not fill catalogues.

Mode d'emploi#

Chemin de clicPeople developmentCompetencies

1. 1Open “People development” → “Competencies”.
2. 2Create a “New competency” and set under “Target per role” which competency a role needs at which level (Fig. 1).

   

   

   Fig. 1 The competency catalogue with category and “New competency”.

3. 3Under “Current level of employees” see the levels: outlined in yellow is what is below the role's target.
4. 4For each competency the page shows the coverage and which learning path conveys the required level — or “no learning path conveys this level” (Fig. 2).

   

   

   Fig. 2 The gap analysis: who is below the target of their role and which learning path conveys the level.

Réglages et interrupteurs#

The levels#

Conseils#

• Completed learning paths raise the level automatically; employees assess themselves, managers confirm.
• The matrix only knows employees with a role — without a role there is no target.
• The competence diagnosis in courses is deliberately NOT connected to this matrix: evidence from courses never flows into HR views.

Essayer soi-même#

Fonctions liées#

• Competence diagnosis (competence check)What can the learner already do, what is this assessment based on, what is still missing — and how does the course help in a targeted way? With tasks from practice, evidence per criterion and reassessment.
• People development at a glanceLearning paths, assignments with deadlines and every employee's own area — the basic surface of people development.
• Learning paths and templatesA learning path is a sequence of steps with deadlines and owners — for onboarding, mandatory training or further development; common paths are available as templates.