Unclear role requirements
Development becomes inconsistent when the skills and proficiency levels expected for a role are not clearly defined.
Platform capability / Skills & Competency Development
Turn role requirements into visible capability and development.
KnowHow helps organisations define skills relevant to each role, review current capability from employee and manager perspectives, identify gaps and connect those gaps to practical development activity.
DefineRole requirements, skills and proficiency expectations.
ReviewAssess capability and make gaps visible.
DevelopConnect identified gaps to development actions.
The capability challenge
Development is harder to target when role requirements and capability gaps are not visible.
When skills expectations, assessments and development actions are managed separately, managers and HR/L&D teams can struggle to see what each role requires, where the gaps are and what should happen next.
Hidden capability gaps
Managers need a practical way to compare required capability with current capability and identify meaningful gaps.
Generic development activity
Learning is more useful when it responds to an identified role or capability need rather than being disconnected from the requirement.
A connected skills journey
From role requirement to development action without losing the context.
KnowHow can connect the steps used to define capability, review current proficiency, identify gaps and direct relevant development.
Define requirements
Map the skills and expected proficiency levels that matter for each role.
Review capability
Assess current proficiency through the configured review process.
Identify gaps
Compare current capability with role requirements to make gaps visible.
Plan development
Agree learning, coaching, shadowing or other development actions.
Understand trends
Use reporting tailored to each role to see capability priorities across the organisation.
Define the framework
Make role requirements clear before asking people to develop against them.
Skills frameworks can organise skills relevant to each role and proficiency expectations so employees, managers and HR/L&D teams have a common reference point.
- Skills mapped to roles
- Required proficiency levels
- Skill categories and structured frameworks
- Role criticality and weighting where required
- Role changes supported through configurable requirements
Skills Development Reviews
Give managers a practical view of capability and the people who need attention.
Skills Development Reviews give employees and managers a structured way to assess capability relevant to each role, add context and make gaps visible before development is planned.
01
Employee inputEmployees can rate their current proficiency against the skills that matter for their role.
02
Manager inputManagers can provide their own assessment, helping create a more useful capability conversation.
03
Comments & evidenceConfigured reviews can capture supporting comments and evidence alongside ratings.
04
Direct developmentMove from an identified gap to an agreed development action and follow-up.
Assess capability with context
Ratings become more useful when the requirement, perspective and evidence stay connected.
KnowHow can support a richer capability review by combining the role requirement with employee and manager input, supporting context and the priority of the skill itself.
Employee assessment
Capture the employee’s view of current proficiency against the role requirement.
Manager assessment
Add the manager’s perspective to support a clearer and more constructive development conversation.
Comments & evidence
Use configured comments or supporting evidence to add context behind the rating where required.
Criticality & weighting
Reflect which skills matter most for the role so development priorities can be interpreted in context.
Gap analysis & development planning
Turn capability gaps into development actions that remain visible.
The review can make gaps explicit and support a development plan containing the actions agreed to address them. Development is not limited to courses: the intervention can reflect the most appropriate way to build the capability.
See the requirement
Understand the level expected for the role and the employee’s current proficiency.
Address the gap
Add a relevant development action where capability needs strengthening.
Follow the plan
Keep planned activity and progress visible for follow-up.
TrainingMentoringJob shadowingCoachingTraining Goals
Skills insight
Move from individual reviews to a clearer organisational capability picture.
Role-relevant reporting can help HR/L&D teams understand where capability gaps are concentrated and which development priorities may require attention.
Review-cycle visibility
See review participation and status across the configured Skills Development process.
Gap patterns
Surface skill-gap trends that can inform more targeted development planning.
Development visibility
Connect the insight back to the actions employees and managers are taking.
Role & organisational priorities
Interpret capability needs by role and across the wider organisation.
Configured around your capability model
Support the skills structure and review process your organisation actually uses.
Skills & Competency Development can be configured around role structures, proficiency expectations, assessment inputs, development activity and reporting requirements.
Roles & requirements
Map the skills and expected capability levels that apply to each role.
Skill categories
Organise related skills into frameworks that make sense for the organisation.
Proficiency levels
Define the progression used to distinguish different levels of capability.
Criticality & weighting
Reflect the relative importance of particular skills or requirements where the capability model needs it.
Employee & manager inputs
Configure the perspectives used to assess current capability through the review process.
Comments & evidence
Capture supporting context alongside ratings where the configured process requires it.
Development interventions
Link gaps to learning, coaching, mentoring, job shadowing, Training Goals or other agreed activity.
Cycles & reporting
Support review timing, carry-over and visibility across gap and development reporting.
Skills in context
Capability becomes more useful when it connects to learning, performance and workforce insight.
Skills Development can operate as a structured capability process while the wider KnowHow platform helps connect capability needs to learning, performance conversations, Training Goals, career-development context and organisational visibility.
LEARN
Learning Management
Direct relevant learning towards a capability or development need.
Explore Learning →
PERFORM
Performance Development
Bring capability and development priorities into the wider performance conversation.
Explore Performance →
UNDERSTAND
Reporting & Workforce Insight
See development activity and capability priorities in broader organisational context.
Explore Insight →Designed for practical capability development
Start with the role, make the gap visible, then direct development.
See Skills & Competency Development in your context
Show us how your organisation defines roles, reviews capability and plans development.
We’ll tailor the conversation around your skills framework, proficiency levels, review process, development planning and reporting requirements.
