Develop people
Skills & gap analysis
Map what each role needs and see where your capability is thin.
Describe what a role requires, compare it against the people doing it, and see the gaps early enough to do something about them rather than after somebody resigns.
- Define what good looks like for each role
- Compare requirements against your actual people
- See gaps by team, site or role
- Turn a gap into assigned development learning
The problem this solves
Most organisations know their compliance position and almost nothing about their capability position. Succession and cover planning end up as a conversation rather than a picture.
In practice
Planning cover for a single point of failure
One person holds a skill nobody else has. The gap view makes it obvious, and two colleagues are put on a development path before it becomes an operational problem.
What your people can do
- See what standing for the next role requires
- Track their own progress towards it
What managers and administrators can do
- Define what good looks like for each role
- Compare requirements against your actual people
- See gaps by team, site or role
- Turn a gap into assigned development learning
Common questions
- Is this separate from compliance tracking?
- It answers a different question — compliance is what people must hold, skills is what they are capable of.
- Can we link gaps to training?
- Yes, development learning can be assigned directly from the gap.
Next step
See Elevate with your own sector in mind
A short, no-obligation walkthrough of the platform using examples relevant to your organisation. If it isn't a fit, we'll tell you.
- A live walkthrough, not a slide deck
- Questions answered by someone who knows the sector
- A written follow-up with what we discussed
- No obligation to go further