How Organizations Can Map Employee Skills

Identify important skills across departments and roles.

For example:

• foundational
• working
• proficient
• advanced
• expert

The organisation should define what each level means rather than relying only on labels.

Sources can include:

• self-assessment
• manager assessment
• project evidence
• certifications
• work history
• practical assessments

Identify where skills are:

well covered → developing → missing

Not every missing skill requires immediate action.

Prioritise skills that matter to important organisational objectives.

Use findings to inform:

• training
• mentoring
• project assignments
• recruitment
• internal mobility

Skills change.

A skills map should therefore be treated as a living workforce resource rather than a one-time spreadsheet.