Competency
Management

Competency
Management

Build the workforce you need for tomorrow by mapping and closing your skills gap today.

In a rapidly changing business world, the skills and competencies of your workforce are your ultimate competitive advantage. To succeed, you need a clear understanding of the skills you have, the skills you need, and a strategic plan to bridge the gap. Managing this with disconnected spreadsheets and outdated annual reviews is ineffective and fails to align your talent strategy with your business strategy.

Our Competency Management solution provides a dynamic, integrated framework to define, assess, and develop the critical skills your organization needs to win. We help you move beyond traditional performance reviews to create a data driven talent strategy that empowers employee growth, informs strategic workforce planning, and builds a future ready organization.

What We Deliver

A Flexible, Centralized Competency Framework

Our platform provides the tools to build and manage a comprehensive library of the skills, competencies, and behaviors that are critical for success in every role across your organization, from technical expertise to leadership capabilities.

A Holistic Skills Assessment Engine

We enable a fair, transparent, and comprehensive assessment process. You can facilitate self-assessments, manager evaluations, and 360-degree feedback to accurately map your employees’ skills against their current roles and future career paths.

Personalized, Actionable Development Plans

We help you turn assessments into clear, actionable growth plans. Our platform allows managers and employees to collaboratively create dynamic development plans that link directly to identified skill gaps, career aspirations, and specific learning activities

Integrated Learning and Training Recommendations

We connect development plans to real learning opportunities. Based on an employee’s skill gaps, our system can recommend and track the completion of training courses, mentorship programs, or on the job projects to facilitate targeted growth.

Data Driven Talent and Succession Planning

We provide the crucial insights you need to make smarter talent decisions. You can use competency data to identify high potential, find the best fit internal candidates for open roles, and build robust, data driven succession pipelines for your most critical positions.

    The Difference It Makes

    01

    Develop the Critical Skills You Need for the Future.

    You can proactively identify and close crucial skill gaps across your organization, ensuring your workforce is agile, resilient, and ready to meet the challenges of tomorrow.

    03

    Boost Employee Engagement and Retention.

    By showing employees a clear path for growth and investing in their professional development, you create a more motivated, engaged, and loyal workforce that sees a future with your company.

    01

    Make Smarter, Data Driven Talent Decisions.

    You can replace gut feelings and bias with objective data when making crucial decisions on promotions, project assignments, and succession planning, building a stronger and more capable organization.

    03

    Directly Link Your Talent Strategy to Business Outcomes.

    By aligning your competency frameworks with your overarching corporate strategy, you ensure that your people’s development efforts are directly contributing to the achievement of your most important business goals.

    The User Journey

    • Define Competencies: HR defines the core competencies for a "Project Manager" role, including "Risk Management" and "Stakeholder Communication."
    • Assess Skills: An employee completes a self-assessment for these competencies. Their manager then completes their own assessment of the employee, and the system provides a consolidated view highlighting any gaps.
    • Create a Development Plan: During a 1 on 1 meeting, the manager and employee identify a gap in "Risk Management." They collaboratively build a development plan in the system that includes enrolling in an online course and shadowing a senior PM on a high-risk project.
    • Track Progress: The employee completes the course, and the system updates their profile, marking the development activity as complete.
    • Inform Talent Decisions: Six months later, when a new senior project role opens up, HR can search the system for project managers who have demonstrated a high proficiency in "Risk Management," instantly identifying the employee as a potential candidate.