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Product · Training

Build the skills
your roles need.

See what your people can do today, agree what they should be able to do next, and track the development that gets them there, all against the same employee record.

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Engineering · skills overview

14 employees · 4 skill areas tracked

01Core engineering12 of 14 assessed at or above the role standard.
02Cloud and infrastructureIdentified gap. Development plans agreed for 5 people.
03Onboarding path2 new joiners working through their first 90 days.
04Certifications3 renewals due in the next quarter, already flagged.

Development stops being a good intention, and becomes something you can see.

Peoplesage measures capability the same way it measures everything else: honestly, against a standard you set. You find out where the gaps actually are, agree what to do about them, and watch the picture change.

1Skill Assessment

Know where people actually stand

Role-based assessments measure real capability rather than what a CV claims. The result is an honest baseline you can plan against, for new joiners and long-serving employees alike.

  • Assessments matched to what the role actually requires
  • Results recorded against the employee, not filed away
  • The same standard applied to everyone in a role
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2Gap Analysis

See the gaps before they cost you

Compare the capability you have against the capability each role needs, across a person, a team, or the whole organisation. Hiring and training decisions start from evidence rather than instinct.

  • Capability compared against the standard for each role
  • Gaps visible per person, per team, and organisation-wide
  • Findings that inform whether to train or to hire
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3Development Plans

Agree what happens next

Turn a gap into a plan with specific goals and a timeframe, attached to the employee record and reviewed alongside their performance cycle rather than in a separate conversation.

  • Development goals agreed and recorded per employee
  • Progress reviewed alongside the performance cycle
  • Plans visible to both the manager and the employee
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4Onboarding & Certification

Nothing expires unnoticed

New joiners follow a structured path through their first weeks, and certifications that have to stay current are tracked with their renewal dates, so a lapse is caught in advance.

  • A structured path through onboarding for every new joiner
  • Certifications stored with their expiry and renewal dates
  • Renewals flagged before they lapse, not after
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From skill gap to capability

  1. Assess
  2. Identify gaps
  3. Plan
  4. Develop
  5. Reassess
  6. Certified

“Most organisations already employ the people they need. What they lack is an honest picture of what those people can do, and a plan for the distance between that and what the work requires.”

The Peoplesage principle

FAQs

01How is capability assessed?
Through role-based assessments that measure what someone can actually do, scored against the standard you set for that role. Results are recorded on the employee record, so they inform development and review rather than being filed away.
02How does gap analysis work?
Assessed capability is compared against what each role requires, and the shortfall is shown per person, per team, and across the organisation. That tells you where training will help and where you genuinely need to hire.
03How do development plans fit with reviews?
Development goals sit on the same employee record as performance targets and are reviewed in the same cycle, so growth is part of the performance conversation instead of a separate exercise everyone forgets.
04Can I track certifications and renewals?
Yes. Certifications are stored against the employee with their expiry dates, and upcoming renewals are flagged in advance so nothing lapses without anyone noticing.
05Does this cover onboarding new joiners?
It does. New joiners follow a structured path through their first weeks, starting from the capability baseline their assessment established, so their manager can see progress rather than guess at it.