ASM

Skills & Competence Management

See the gaps. Build the skills.

Manage skills, competencies and training in one visual system — identify skill gaps, verify competence levels and ensure the right capabilities are available where they are needed.

Skills Matrix Competency Management Skill Gap Analysis Training Management Competency Matrix
Manage competencies, training needs and qualification status
Know your team's strengths - and close the skills gaps that hold performance back

From static matrix to active development

Competence data should drive action

ASM transforms the skills matrix into an active management process that helps organizations continuously develop people and maintain the capabilities required for daily operations.

  1. Map

    Define employees, workplaces, roles and competencies.

  2. Compare

    Compare current competence with the required level.

  3. Identify

    See skill gaps and development priorities.

  4. Develop

    Plan targeted training and competence development.

  5. Verify

    Confirm that the required level has actually been achieved.

  6. Deploy

    Use available skills where the organization needs them most.

ASM

What ASM helps you manage

One system - clear competence visibility

Workplace Matrix

See which employees are qualified for individual workplaces and where additional capability is needed.

Employee Competence Matrix

View competencies from the employee perspective. See current level, required level and development needs.

Training Management

Turn competence gaps into structured training requests and focus development where it creates value.

Competence Verification

Confirm whether employees have reached the expected competence level.

Competence Database

Maintain one source of information for employees, workplaces, functions and competencies.

Two views. One workforce.

Right skill. Right person.
Right workplace.

ASM provides two complementary perspectives on workforce capability.

Workplace view

See which employees can perform the required work, who considers it a primary workplace and where competence coverage may be insufficient.

Employee view

See the person’s competence profile, compare actual competence with expected requirements and identify the next development priorities.

From gap to verified competence

Make employee development measurable

  1. Competence requirement
  2. Current level
  3. Gap identified
  4. Training request
  5. Development / training
  6. Verification request
  7. Competence confirmed

See how ASM works

We'll show you how ASM can help you!

Check other modules
PMB APS DAM ESB EPP TMM SAM ASM DWS VCB BDM MAP