Skills and competencies
A skill library with levels, and profiles that say what each designation or department needs. Skills are confirmed by the manager, and a gap view shows every person against their role.
PLANSScale only
The problem it solves
- Nobody knows who in the company speaks Tamil, knows Tally or can lead a team, until someone asks around.
- People list skills on their CV that nobody has checked.
- A role needs certain skills, but there is no list of who falls short and by how much.
- Training is planned by guesswork rather than by the real gaps.
How it works
- HR builds the skill library: skill types such as Languages, Software or Leadership, each with skills and levels.
- HR makes skill profiles: for a designation or a department, the skills needed, the minimum level and whether each is required or good to have.
- Employees keep their skills on their record. A skill they add stays not confirmed until the manager or HR confirms it.
- To add or raise a skill, the employee sends a skill request with how they know (a course, a project, a certificate). The manager confirms it in the approvals inbox.
- Skill Gaps shows every needed skill of every person: met, below the level or missing, with the gap in %. Managers see their team, HR the entity.
Everything it does
The skill library
- Skill types, each with its skills and its levels
- Each level has a percentage, for example Beginner 25%, Intermediate 50%, Advanced 75%, Expert 100%
- Built on the standard skills of the employee record (the Resume tab)
Skill profiles
- For a designation, or for a department
- Each line: the skill, the minimum level, and Required or Good to have
- A person's profile is the one of their designation; without one, the one of their department or the nearest department above
An employee's skills
- Said By: the employee, the manager, HR, training or an import
- A skill the employee adds or changes is not confirmed; one the manager or HR sets is confirmed
- Employee Skills lists everyone's skills with Confirm, for administrators
Skill requests
- The skill, the level and how you know
- Draft, Waiting Approval, Confirmed or Not Confirmed
- Confirmed: the skill is set on the employee as confirmed
- Not confirmed: the employee is told why and may change and send it again
Gaps
- Every needed skill of every person against the level they have: met, below the level or missing
- The gap in %
- A pivot by department and skill
- Worked out every night, when a skill changes, and with Work Out the Gaps Now on a profile or from the list
Who uses it
EmployeeKeeps their skills up to date and sends skill requests.
ManagerConfirms skill requests and sees the team's gaps.
Skills AdministratorKeeps the library and profiles, confirms skills and sees the entity's gaps.
Where you use it
- Web: HRMS > Performance and Pay Review > Skills (Employee Skills, Skill Requests, Skill Gaps); Configuration > Skill Library and Skill Profiles
- Web: the employee record, Resume tab
- The SmartMy HRMS app: Menu > My skills (add or raise a skill) and Team skill gaps for managers. Skill requests come in My approvals (built and in testing, not in the app stores yet)
- Not linked to training yet: a gap does not suggest a course
What you control
Settings
- Skill types, skills and levels with percentages: yours to set
- Skill profiles per designation or department, each skill Required (the default) or Good to have
Approvals
- Skill Request: one chain per entity; the employee's manager or a skills administrator to start with, with levels you add. Nobody confirms their own skill.
Notifications
- Skill Request Decided: to the employee when a request is confirmed or not, with the reason. In the app, by email and as a phone notice
- Sent at once; each person can switch off a channel, such as email, but in-app notices always arrive. Phone notices are ready for the app, which is not in the stores yet
- Approvers get the request in their approvals inbox
Questions
Can employees add skills themselves?
Yes. They are shown as not confirmed until the manager or HR confirms them, or the employee sends a skill request that the manager confirms.Can one designation need different skills in different departments?
A profile belongs to a designation, or to a department. A person takes their designation's profile first; without one, their department's or the nearest department above.How fresh is the gap view?
It is worked out every night and again whenever a person's skill changes. Work Out the Gaps Now refreshes it at once.Does a gap book someone on a training?
Not yet. Gaps and training are not linked; plan training from the gap list for now.Related features
PERFORMANCE, CONDUCT, LEARNINGTraining, certificates and required hoursPlan courses and sessions, nominate people or let them ask to join, mark who attended, and issue certificates that expire. A yearly check shows who is short of the training hours their group must do.ENGAGEMENT, GOALS AND HR TOOLSGoals and OKRsObjectives with measurable key results for each period, set for the entity, departments, teams and people and aligned to each other. Owners check in with progress and confidence, managers approve, and the goals flow into the appraisal.PERFORMANCE, CONDUCT, LEARNINGAppraisals and 360 degree reviewsRun each appraisal as a cycle: weighted goals, reviews by the employee, manager, peers and direct reports, HR calibration and a final rating. That final rating is the one your increment cycle and bonus plans read.EMPLOYEES AND ORGANISATIONEmployee records with statutory detailsOne record holds each employee's position, PAN, Aadhaar, UAN, PF and ESIC numbers, family and nominees, education, past jobs, background checks and bank accounts. The stage (probation, confirmed, notice, separated) moves by itself, and every change is kept with its date.ACROSS SMARTMY HRMSApproval chains and one approvals inboxEvery HR request, from a day's leave to the full and final, goes through its approval chain and waits in one Approvals inbox. Levels, approvers, reminders, escalation and stand-ins are settings you control, per Entity and kind of request.
See your own month run in it.
Tell us how many people you have, how you take attendance and how your salary is structured. We will show you SmartMy HRMS set up that way.