Skills Suite
A tool to assess whether everyone has the right skills for their job, anticipate training needs, spot at-risk jobs and prepare for absences, departures and retirements. Easy to use, it goes much further than an annual review.
The problem
In a workshop, much of the know-how is written down nowhere: it is in the heads of two or three people, often the most senior. When one of them leaves or is absent, the skill is missing. The tool makes this dependence visible at all times and turns the skills matrix, often frozen in a spreadsheet, into a decision tool: where the risks are, whom to train, on what, and by when.
The tool
A tool to map a team's skills, compare them with each job's needs and track everyone's upskilling. Jobs, skills and mastery scales are freely defined. Its ease of use lets you go deeper than a simple annual review.
How it works
- Free framework: jobs, skills and mastery scales: everything is defined to fit the company's needs.
- Individual review: assessment on a clear scale (0 not acquired → 3 expert / trainer), split into knowledge, know-how and soft skills, with a radar of current level vs job target.
- Skills matrix: levels of every operator per task or department, with automatic colour coding, filters by department, job or family, and coverage rate per skill.
- Job fit and training: check that everyone has the right skills for their job, spot over- or under-qualified people, anticipate training needs and prepare training.
- Versatility and at-risk jobs: spot jobs lacking versatility or cover on a trade or task (🔴 critical: 1 person only, 🟠 vulnerable: 2, 🟢 safe: 3 or more), set the minimum number of people able to cover a task, and plan for absence or departure risks.
- Career moves and upskilling: from the annual review, identify the tasks and jobs each person could move towards, based on their knowledge, interests, motivation and ambition.
- Age pyramid, retirements and mentoring: anticipate retirements, list the skills that would disappear within 5 years for lack of a successor, and organise mentoring where senior staff train younger colleagues on their strengths, with an estimated handover time.
- Export: printable summary report (PDF) and CSV export of the matrix and versatility.
What it changes
- Departures anticipated: skills held by a single person are visible before a departure, not when notice is given.
- Absences under control: absence and departure risks are identified before they put production in trouble.
- Less wasted skill: over- and under-qualified people are spotted, which limits the muda of misused skills, one of the wastes identified in lean management.
- Targeted training: it is prepared from each job's real needs.
- Concrete mentoring: a mentor, a younger colleague, a skill, a deadline.
- A matrix always up to date: continuously, instead of an ageing spreadsheet.
A tool that connects to the others
Employees, their jobs and their skills are already in the tool: this register can feed other tools directly.
- With theline balancing : the qualification matrix is fed by each station's real tasks, and replacements during absences rely on the skills assessed here.
- With the workforce planning : future needs can be compared with available skills, to know what can be covered internally through training or mobility.
- With theonboarding : a newcomer's journey can include the training their job needs, and a departure can flag the skills to pass on.
Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.