You can't build what you can't see.
Start with a verified skills picture.
Most organisations make workforce decisions based on job titles, CVs, and manager opinion. Our Skills Audit-as-a-Service gives you a verified, data-driven view of what your people actually know and can do - across behavioural and technical dimensions.
Skills data is broken in most organisations.
Two approaches dominate - and both fail. Manager-identified skills are limited by the manager's knowledge of an employee's full career history. Self-identified skills are frequently inflated or incomplete. Neither produces the verified, development-grade data that workforce planning requires.
Placement, promotion, and restructuring decisions are made on job titles and CVs rather than verified capability. The result is misalignment between strategic requirements and the people assigned to execute them.
Without verified gap data, training investment follows assumptions and manager requests rather than actual need. Programmes are designed for perceived gaps, not confirmed ones.
Employees with transferable skills are invisible to the organisation. Internal mobility and succession pipelines are constrained by the limits of what managers know about their direct reports.
Five steps from framework to workforce intelligence.
A fully managed engagement. We handle taxonomy design, platform configuration, change management, data collection, analysis, and reporting. Your team participates; we deliver the output.
Confirm the Talent Genome behavioural framework and build a technical skills taxonomy tailored to the client's industry, structure, and strategic priorities.
- Taxonomy workshops with HR and subject matter experts
- Industry-specific master list review and validation
- Role-level competency and skills requirements defined
- Success Profiles created per level and function
Deploy Talentprint and TalentProfile to capture behavioural and technical skills data digitally, at scale, with built-in verification and change management support.
- Platform configuration and user journey testing
- Stakeholder communication and launch collateral
- Employee self-assessment with guided facilitation
- Manager and SME validation workflows
Group roles by level and function to build scalable Success Profiles that define what 'good' looks like - the benchmark against which all individual profiles are measured.
- Role clustering by level, function, and complexity
- Behavioural and technical requirements per profile
- HR certification training for internal capability
- Profiles loaded into DataHub Success Profile Module
Identify strengths, gaps, and readiness across the workforce using interactive DataHub dashboards. Generate individual and group-level reports to support talent decisions.
- Individual position match and gap analysis reports
- Group-level aggregate views for HR and business leaders
- Training needs analysis and development plan generation
- Scenario modelling for workforce planning decisions
Present findings to executive and HR stakeholders. Build internal capability to sustain the system and run future cycles independently.
- Executive presentation of findings and recommendations
- Project management throughout delivery
- Change management and communication planning
- HR team certification: Working with Competencies
- Ongoing platform support and compliance monitoring
Three platform components. One integrated skills intelligence system.
Each component manages a distinct part of the data collection and analysis workflow. Together they produce a complete, verified, and actionable picture of workforce capability.
Multi-rater 360° behavioural assessment using the Talent Genome competency framework. Forced-ranking methodology eliminates rating inflation and provides development-grade data at scale.
- Talentprint (18 clusters) or Talentprint Plus (60 competencies)
- Forced-ranking eliminates halo effects and score clustering
- Individual, manager, and HR-level reports
- Built-in verification workflows and audit trails
- Supports 100% participation with guided user journey
Digital platform for employees to catalogue their technical knowledge and experience against a structured taxonomy. Manager validation workflows ensure data accuracy and auditability.
- Structured technical skills taxonomy by level and function
- Self-assessment with manager or SME validation
- Evidence upload for qualifications and certifications
- Depth (knowledge) and exposure (experience) scoring
- Audit trail for discrepancy identification and resolution
Centralised analytics platform that aggregates behavioural and technical data, maps it against Success Profiles, and generates real-time gap analysis at individual, team, and organisational level.
- Success Profile configuration by role, level, and function
- Individual position match and gap analysis reports
- Group-level aggregate views for HR and business leaders
- Training needs analysis and development plan generation
- Scenario modelling for workforce planning decisions
Three dimensions. One complete picture.
Talent is not one-dimensional. Our Skills Audit captures all three components that determine whether an individual can perform in a role - and assesses each with the method appropriate to its nature.
Behavioural Competencies - who you are
The differentiator between average and great performance. Assessed via Talentprint multi-rater 360° using forced-ranking methodology - the same research-based approach used in our Succession Management and TMaaS engagements.
Forced ranking eliminates the rating inflation and halo effects that make most 360° data unreliable. Every rater is required to differentiate, producing data that is genuinely useful for development and placement decisions.
Standard rating scales (1–5) produce score clustering around 3–4. Raters avoid extremes to protect relationships, and the resulting data is too compressed to distinguish high from average performance.
Forced ranking requires raters to differentiate. The distribution is enforced, not assumed. The result is assessment data that reflects genuine relative strength - not social comfort.
Read our review of 360 methodologiesWhat a verified skills picture enables.
A complete, verified picture of what skills exist across the organisation - behavioural and technical - at individual, team, and enterprise level.
Placement, promotion, and development decisions grounded in verified capability data, not manager opinion or CV claims.
Training needs analysis generated directly from gap data. Investment goes to verified gaps, not assumed ones.
Identify employees ready to move into new roles or functions. Feed directly into succession planning and career pathing.
The taxonomy, Success Profiles, and platform configuration remain in place for future cycles. Each subsequent audit is faster and cheaper.
Map workforce capability against strategic priorities. Identify where the organisation has the talent to execute - and where it does not.
Aligning a workforce to a new strategy.
Retail Banking · 500–1,000 employees · 8 months · 100% participation
A national retail bank executing a business turnaround strategy needed to answer a fundamental question: does the existing workforce have the skills to design and execute the new strategy? The HR team required a real-time, data-driven approach to evaluate staff competency levels across all departments.
Peopletree collaborated with the bank's executive and HR teams to build a culture of equal opportunity and transparency around the audit. Employees were encouraged to showcase their strengths, record career highlights, and share aspirations - framing the audit as an opportunity, not an evaluation.
Peopletree developed customised Success Profiles defining the key attributes required for success in each role and function. Using Talentprint, every employee was assessed for role fit and development needs. The DataHub Success Profile Module provided real-time visibility of workforce capability against strategic requirements.
Who needs a Skills Audit?
Organisations executing a new strategy, restructuring, or needing to understand workforce capability before making people decisions at scale.
Ready to see what your workforce actually has?
Talk to our team about how a Skills Audit can shape your talent strategy and workforce planning decisions.