Competency management: from team targets to development
Competency management makes expectations about knowledge, skills and behaviour easier to discuss. Start with what someone needs to do in a role or team. Clear definitions give employees and team leaders a shared starting point.
Skillmanager Pro manages competencies centrally with team-specific targets. Use categories for professional knowledge, technology or collaboration. The five assessment levels can have names that fit your working practices.
Define competencies clearly
“Communication” is broad. Describe the behaviour or skill involved and the level the team needs. Keep the library manageable by starting with the most relevant competencies.
Assess and discuss
Compare the assessment with the team target. Discuss what evidence supports the score and what would help the employee develop. Missing assessments remain separate rather than becoming automatic shortfalls.
Turn insight into an action
Choose training, coaching or knowledge sharing. Record participants, an owner and a review date. Where appropriate, link a suitable expert coach and prepare a calendar invitation for participants.
Evaluate the outcome
Completing a course is different from demonstrating a skill. Track the action in the planner and reassess the competency afterwards. This separates activity completion from evidence of skill development.
Free: 1 team, up to 6 users, 1 matrix and 4 development actions.