Training

The skills matrix shows what’s there. Training is what turns that into action: where a requirement isn’t covered, you attach a measure — directly to the qualification concerned.

Once it’s completed, the reassessment is due. The record sits with the measure and on the employee’s file, and the qualification is updated through the usual route. The matrix then shows what a competence level is based on and when it was last confirmed.

Development plans bundle several measures into a longer path, for instance in preparation for a different role.

Employees take part themselves. Through the self-service portal they propose training or apply for internally advertised courses. Requests run through an approval workflow covering line managers and budget holders.

Budgets are managed per employee, department or company-wide, with cost centre allocation, so committed, approved and spent figures sit in one place and can be evaluated through Reporting.