Features

Training management

• Certifications
  • Determine required certifications per role
  • Role requirements can also be based on the department or country persons are performing their function
  • Keep track of certification statuses and if they are acquired, expired or planned
  • Check compliance of personnel to the training matrixes, according to their role requirements
  • Required certificates for a role can either be mandatory or recommended
  • Check the future certification status
  • Get detailed certificate analysis reports
• Courses
  • Request courses directly from the training matrix
  • Request courses for a group of people
  • Monitor course request statuses
  • Determine training budget per department and monitor training budget KPI’s
  • Keep track of all costs involved with courses for generating KPI reports
  • Arrange travel itineraries
  • Specify preferred suppliers for courses
  • Certifications can be automatically rewarded on completion of a course
  • Various people can administer different parts of a course request. For example, an employee can make a new request for training, a manager can approve or disapprove the request, then the planning department can schedule the course and once the course is done, the HR department can reward the certificates.
  • The course request flow can be customized to suit your organization’s policy

Read more about Training management.

Competency management

• Determine required competencies per role and the minimum required level
• Add specific requirements with regards to competencies for other departments/customers/equipment type
• Assess personnel on their current function’s competency requirements
• Assessments on additional roles persons might perform
• Rate each individual competency
• Specify a minimum rating for each competency
• Assign actions and motivations to the person be able to improve himself
• Attach documents to support the rating
• Specify short and long term goals
• Let personnel do self assessments
• Assessments can be reviewed by managers before approval
• Keep track of used software and equipment and rate the gained experience
• Design career-paths and determine who is eligible for promotion
• Keep track of the career-path followed in the company for each employee
• Keep track of work experience per employee on project and task level

Read more about Competency management.

Reporting options

• Gather the right people for the job, by searching for personnel who apply to the needed requirements like a minimal qualification level or experience with special equipment
• Personnel training overview report
• Certificate expiry report
• ID paper expiry report
• Check who is ready for promotion
• Assessment reports
• Reports on employee-status/age/years in service/gender/nationality/etc.
• User definable Crystal Reports

Planning options

• Schedule training and courses for single or multiple persons
• People can be assigned to projects and assessed on the roles performed
• Keep track of other planning activities like onshore-offshore timesheets
• Get an overview of all available training dates of your course providers

Organizational

• Optionally define multiple companies in 1 SkillsXP database, and multiple departments per company
• Define training budgets per department, per month
• Budget KPI reports which show actual and expected training costs against the budgets
• Specify which roles are necessary per department and the minimum required number of people in these roles.

Personnel details

• Addresses, photo, CV, phone numbers and emergency contacts
• Company, department, role, additional roles, service date
• Certifications
• Qualifications (subjects and degrees)
• ID papers
• Used software and equipment
• Courses
• Projects
• Assessments
• Job experience

Read more about HR management.