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Competency Management

From start-up to Fortune 500, every business faces challenges in developing accurate competency models, and implementing effective personnel development strategies. We have the solution for you! Skills DB Pro can solve your competency management issues.

Competency Management

From start-up to Fortune 500, every business faces challenges in developing accurate competency models, and implementing effective personnel development strategies. We have the solution for you! Skills DB Pro can solve your competency management issues.
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Employee Skills Tracker

Make skills tracking easy for your employees.
Employee Skills Tracker

Make skills tracking easy for your employees.
Skills DB Pro software will help you assess and leverage your employees’ greatest assets, their skills and competencies.

Familiar easy to use Apple IOS theme.

Employees can easily update their skills profile.

Critical job roles skills show at the top of the list.
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Manager Review

180 degree assessments.
Managers confirm individual assessments, or record differences for skill gap analysis.

Manager Review

180 degree assessments.
Managers confirm individual assessments, or record differences for skill gap analysis.
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Skill Matrix

Analytics- Get Smart About Your People
Skill Matrix

Analytics- Get Smart About Your People
Skills DB Pro has intuitive drag & drop reports as well as OLAP data analytics to help you quickly identify areas of strength and skill gaps quickly and accurately.

Skills Matrix

Dashboarding

Report Builder

Olap 3d online pivot tables

All reporting exportable to excel.

Save report layouts and filters.

Use intelligent insights to optimize your workforce, projects, succession planning, and training needs.
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Skills Gap Analysis

Training, Recruitment, Career Pathing, and Succession Planning needs brought together in one place.
Skills Gap Analysis

Training, Recruitment, Career Pathing, and Succession Planning needs brought together in one place.
An employee skills gap analysis shows the difference among:

The standard proficiency expectation for the skill.

The assessment of a manager.

A team, unit or enterprise-wide gap analysis depicts strengths and weakness, and provides a road map for tactical and strategic skills improvement, as well as for the preparation of strategic training and recruitment requirements.
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AI Learning Management

AI Driven Training Needs Analysis & Recommended Learnings.
AI Learning Management

AI Driven Training Needs Analysis & Recommended Learnings.
Identify learning needs accurately, prioritize critical areas of development at an individual, team or organizational level. Develop career paths and invest smartly in your workforce to improve learning and boost retention.

Recommended Learning Plans individualized for job roles.

Tie skills to courses.

Track employee skill improvements over time.

Finally get an ROI on your training program.
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Individual Development Plans

Job Role Onboarding Made Easy! Weather it is a training course or a mentoring program we have you covered.
Individual Development Plans

Job Role Onboarding Made Easy! Weather it is a training course or a mentoring program we have you covered.
The closest link between skills assessment and performance objectives is in the preparation of a development plan.

Ensure that your employees maintain the current level of job proficiency through continued training and developmental activities.

Employees chart their career path by identifying new knowledge, skills and abilities to pursue, as well as learning activities needed to reach the established goals.

IDP’s will support your organization’s mission and career field needs.
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Career Pathing

Improve employee retention by helping employees with career development that may be lateral and not in a traditional job ladder
Career Pathing

Improve employee retention by helping employees with career development that may be lateral and not in a traditional job ladder
Career pathing helps employees figure out new career paths in a company, along with skills or qualifications needed to get to them.

Help your employees and managers answer the following with Skills Management Software:

List possible career paths open?

Define short/long range goals?

Are the goals realistic?

Are the goals compatible with my strengths and weaknesses?

Are my goals compatible with the parts of my job that I like and dislike?
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Succession Planning

Enable your HR teams and managers to determine crucial job roles, as well as discover high-potential staff who are able to fill those roles.
Succession Planning

Enable your HR teams and managers to determine crucial job roles, as well as discover high-potential staff who are able to fill those roles.
Skills DB Pro succession planning software will help you to develop dedicated talent pools for succession planning, and accelerate the growth of your employee’s skills needed to be successful.

Succession Planning Software in Skills DB Pro enables managers and HR professionals to:

Create a talent pipeline in order to fill future roles.

Align the company’s human resources dependent on current and future company needs.

Understand retention challenges and make it easy for proactive intervention.

Recommend training opportunities to speed up the development of individual skills and talent pools.
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Over 1000 Detailed Job Roles To Get You Started.

Developing job roles can be time and labor intensive. Skills DB Pro puts current, searchable information on over 1000 job roles at your fingertips. As well as more than 20k additional pre-defined skills to choose from.

Over 1000 Detailed Job Roles To Get You Started.

Developing job roles can be time and labor intensive. Skills DB Pro puts current, searchable information on over 1000 job roles at your fingertips. As well as more than 20k additional pre-defined skills to choose from.

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Learning Plan Development?

Ensuring that your people receive development based on what they need to do their jobs, not just their ‘wish list’?

Learning Plan Development?

Ensuring that your people receive development based on what they need to do their jobs, not just their ‘wish list’?
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ROI on your LMS?

Wasting money on training or not getting the most out of your LMS?

ROI on your LMS?

Wasting money on training or not getting the most out of your LMS?
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Training Program Engagement?

Lack of employee and manager engagement in learning and development?

Training Program Engagement?

Lack of employee and manager engagement in learning and development?
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Are the Skills Possessed, the Skills Needed?

Knowing that the skills your people have are the ones that you most need to run your business? Or to deliver a new technology or service?

Are the Skills Possessed, the Skills Needed?

Knowing that the skills your people have are the ones that you most need to run your business? Or to deliver a new technology or service?
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Succession Planning & Recruiting Information?

At risk of losing key skills? Knowing what they are?

Succession Planning & Recruiting Information?

At risk of losing key skills? Knowing what they are?
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Are your People in the Right Job Roles?

Unable to put the right people on the right project? Who does what in your organization?

Are your People in the Right Job Roles?

Unable to put the right people on the right project? Who does what in your organization?
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Lack of Career Pathing?

Lack of visibility of career development opportunities in your organization?

Lack of Career Pathing?

Lack of visibility of career development opportunities in your organization?
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Onboarding

Every HR system can get your employee's paperwork in order. Can you get your employee the exact correct training for their new job role whether it be courses or mentoring? We can help.

Onboarding

Every HR system can get your employee’s paperwork in order. Can you get your employee the exact correct training for their new job role whether it be courses or mentoring? We can help.

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ISO Requirement 1 - Determine Necessary Competence

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ISO Requirement 1 - Determine Necessary Competence

Determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system.

The organization must decide what specific competencies are necessary for someone to perform his or her job effectively. To define personnel requirements for a given job position, you might ask the following questions:

What job-specific knowledge area(s) must be well understood by someone in this position?

Determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system.

The organization must decide what specific competencies are necessary for someone to perform his or her job effectively. To define personnel requirements for a given job position, you might ask the following questions:

What job-specific knowledge area(s) must be well understood by someone in this position?
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ISO Requirement 2 - Ensure Competence
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ISO Requirement 2 - Ensure Competence

Ensure that these persons are competent on the basis of appropriate education, training, or experience.

The requirements mandate that everyone who affects the QMS (i.e., everyone in the organization) must be competent. So, what exactly is ‘’competent”? It’s the condition that enables a person to perform a task in a manner that meets the required performance standard. ISO 9001:2015 clarifies this by separating four different variables relating to competence:

Education

Training

Skills

Experience.
Ensure that these persons are competent on the basis of appropriate education, training, or experience.

The requirements mandate that everyone who affects the QMS (i.e., everyone in the organization) must be competent. So, what exactly is ‘’competent”? It’s the condition that enables a person to perform a task in a manner that meets the required performance standard. ISO 9001:2015 clarifies this by separating four different variables relating to competence:
- Education
- Training
- Skills
- Experience.
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ISO Requirement 3 - Take Action to Achieve Competence
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ISO Requirement 3 - Take Action to Achieve Competence

A business shall, where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken.

Once competency has been determined for all personnel affecting product conformity, the organization must compare individuals to its competency needs and identify where gaps exist. Options for dealing with a gap between actual performance and required performance include:

On-the-job training

Coaching and counseling

Training Courses
A business shall, where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken.

Once competency has been determined for all personnel affecting product conformity, the organization must compare individuals to its competency needs and identify where gaps exist. Options for dealing with a gap between actual performance and required performance include:
- On-the-job training
- Coaching and counseling
- Training Courses
04
ISO Requirement 4-Keep Evidence
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ISO Requirement 4-Keep Evidence

A business shall retain appropriate documented information as evidence of competence.

One more thing that must be in place is records. ISO 9001:2015 specifically requires you to retain documented information (i.e. records) as evidence of competence.

Digital training records are the best approach for organizations. They clearly and quickly show what training has taken place or is planned and make gaps obvious. The long-term costs of digitizing your QMS are usually much less than the cost of administering paper records.

Examples of evidence include:

Job descriptions/postings (evidence of determination of competency).

Employee resume and certifications (evidence that competency was met).

Training attendance and agendas ( evidence that competency was met).

Test results, certifications, performance evaluations (evidence that actions were effective).
A business shall retain appropriate documented information as evidence of competence.

One more thing that must be in place is records. ISO 9001:2015 specifically requires you to retain documented information (i.e. records) as evidence of competence.

Digital training records are the best approach for organizations. They clearly and quickly show what training has taken place or is planned and make gaps obvious. The long-term costs of digitizing your QMS are usually much less than the cost of administering paper records.

Examples of evidence include:
- Job descriptions/postings (evidence of determination of competency).
- Employee resume and certifications (evidence that competency was met).
- Training attendance and agendas ( evidence that competency was met).
- Test results, certifications, performance evaluations (evidence that actions were effective).

Competency Management

Employee Skills Tracker

Manager Review

Skill Matrix

Skills Gap Analysis

AI Learning Management

Individual Development Plans

Career Pathing

Succession Planning

Over 1000 Detailed Job Roles To Get You Started.

Learning Plan Development?

ROI on your LMS?

Training Program Engagement?

Are the Skills Possessed, the Skills Needed?

Succession Planning & Recruiting Information?

Are your People in the Right Job Roles?

Lack of Career Pathing?

Onboarding

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ISO Requirement 1 - Determine Necessary Competence

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ISO Requirement 2 - Ensure Competence

03

ISO Requirement 3 - Take Action to Achieve Competence

04

ISO Requirement 4-Keep Evidence