Skills analysis overview

Understand your workforce - close the gaps

These guides walk you through the Skills Analysis tool in your LMS, so you can spot skills and knowledge gaps, and act on them fast.

Skills analysis has traditionally been a slow, manual process and in larger organisations, that often means it doesn't happen at all.

The Skills Analysis tool changes that. Results are stored directly against learner records, learning suggestions are generated automatically from content already in your system, and the whole process becomes something people actually want to use.

The result? Higher engagement, stronger skills, and better outcomes for your organisation.

How it works

Here's the journey from setup to results. Before you start, make sure your competency frameworks are ready to upload.

1. Load your competency frameworks
2. Learners assess their own skills
3. Learners request feedback from others
4. Feedback highlights areas for improvement
5. Personalised learning recommendations are served up automatically

Why use Skills Analysis?

Your people are your biggest asset. Knowing where the gaps are and doing something about them is how you turn potential into performance.

Skills Analysis gives you a clear, evidence-based picture of capability across your workforce. Here's where it makes a real difference:

• Onboarding new starters. Identify where new employees need support from day one, and get personalised learning in front of them straight away without waiting for a formal review cycle.
• Preparing for organisational change. Restructuring, new technology, or a shift in strategy? Skills Analysis helps you understand what capabilities you already have and where you need to invest.
• Supporting career development. Give employees a clear view of their own strengths and development areas, and connect them with learning that's relevant to where they want to go.
• Meeting compliance requirements. Spot gaps in mandatory or regulatory skills across teams before they become a problem.
• Building your succession pipeline. Identify high-potential employees and the development they need to step into bigger roles.
• Annual L&D planning. Use real skills data, not assumptions, to shape your learning strategy and prioritise budget where it's needed most.

Can't see Skills Analysis in your LMS?

No problem, it may just need switching on. Raise a ticket via our customer portal and our Customer Care team will get it enabled for you.

Tips

• Get your frameworks right first. The quality of your skills analysis depends on the competency frameworks you load. Make sure they reflect your actual job roles and expectations before you begin.
• Encourage honest self-assessment. Let learners know their self-assessments are a starting point for development, not a performance review. You'll get more accurate results.
• Make feedback requests easy. Brief learners on how to choose the right people a line manager, a peer, or both.
• Check your existing content. Learning recommendations pull from content already in your LMS. It's worth making sure your library is up to date before you run a skills analysis.
• Run it regularly. Skills analysis is most powerful as an ongoing process, not a one-off exercise. Consider building it into your annual L&D cycle.

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