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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.

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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

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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.

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    AI Learning Management

    AI Driven Training Needs Analysis & Recommended Learnings. 

    AI Learning Management

    AI Driven Training Needs Analysis & Recommended Learnings. 

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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.

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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

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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.

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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

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    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).

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