Manage Skills and Qualifications

Manage Skills and Qualifications

Purpose

This article explains how to manage Skills and Qualifications within the People Management module.
It describes how to configure parameters, maintain employee skill records, and link competencies to people for better workforce planning and development.

Overview

The Skills and Qualifications functionality enables the organisation to maintain detailed records of each person’s or employee’s:

• Competencies

• Certifications

• Educational background

This feature supports talent development, internal mobility, and workforce planning by ensuring that individual profiles accurately reflect real skills and qualifications.

Parametrisation

Before managing individual skills, HR or the system administrator must configure the necessary reference values in the Control Center.

Access Path:

Control Center → People Management → Background

Available parameters:

• Degree Types: Define academic degrees (e.g., Bachelor, Master, PhD).

• Language Level Types: Define proficiency levels (e.g., A1–C2, Beginner–Fluent).

• Knowledge Level Types: Define technical or theoretical expertise levels (e.g., Basic, Intermediate, Advanced).

• Qualification Areas: Define fields of study or domains (e.g., Human Resources, Information Technology).

• Skill Domains: Group related competencies under broader categories (e.g., Leadership, Programming, Finance).

• Skill Categories: Further classify skills for reporting and training (e.g., Soft Skills, Technical Skills).

💡 Proper parametrisation ensures consistency and accuracy across all person and employee profiles.

Save the Record

1. Click Save to confirm changes or additions.

2. The system validates data against existing parametrisation and prevents duplicates.

Editing or Removing Skills

• Click Edit to update an existing skill or qualification.

• Click Delete to remove a record that is no longer relevant.

Linking Skills

Skills and qualifications can be associated with:

• Recruitment: Identify the required competencies for specific positions.

• People Management: Recording the skills recognized to the person

• Projects: Allocate resources according to expertise.

💡 This linkage improves workforce allocation, project planning, and skill-based team composition.

Use Cases

• Training and Development: Identify skill gaps and plan targeted training.

• Career Pathing: Support promotions or mobility based on demonstrated competencies.

• Performance Reviews: Use current skills data to inform evaluations.

📘 For detailed instructions on configuring career structures, see Configure Career & Skill Prerequesites.

Permissions and Access Control (Suggestion)

Best Practices

💡 Recommendations for maintaining data accuracy:

• Keep parametrisation aligned with organisational roles.

• Encourage employees to review and update their profiles regularly.

• Use skills data for analytics and workforce planning.

• Avoid duplicates by using Domains and Categories effectively.

⚠️ Common Errors

Related Articles

Update Personal Information
Configure Career Skill Requirements (cross-link to Career)
Create a Person Record
Contract – Career (cross-link for employment-level alignment)
About People Management

✅ Proper management of skills and qualifications ensures your organisation maintains an accurate, up-to-date competency framework, supporting career growth and operational efficiency.