Skills audit: map capability gaps across your workforce.

For every role that matters, define the behaviours, technical skills, and experience levels that success actually requires. This becomes the benchmark everything else is measured against.

• We identify your High-Impact Positions first - the roles where the difference between average and exceptional performance creates disproportionate business value. Not every role needs the same depth of assessment; we focus effort where it matters most.
• For each role in scope, we build a Success Profile that defines the technical knowledge foundation, the behavioural competencies required at that level, and the experience markers that predict performance. The Talent Genome provides the behavioural framework; your subject matter experts validate the technical dimensions.
• The output of this phase is a set of benchmarks that every subsequent assessment is measured against. Without this step, assessment data is interesting but not actionable. With it, every result has a clear reference point.

Every employee completes a behavioural assessment and a technical skills profile. The data is collected digitally, at scale, with full change management and communication support.

• Behavioural assessment uses TalentPrint's forced-ranking 360 methodology. Raters are required to differentiate - they cannot give everyone a high score. This eliminates the rating inflation and halo effect that make standard 1-5 scales unreliable for talent identification purposes.
• Technical knowledge is assessed separately, using a structured taxonomy built from Peopletree master lists and validated by your internal subject matter experts. Depth is measured across three levels: awareness, practitioner, and expert. Experience exposure is captured alongside knowledge depth.
• We manage the full assessment process: participant communications, rater selection, completion tracking, and escalation for non-completions. Participation rates above 95% are standard when the change management is handled properly.

Individual results are compared against the role benchmarks. For every person, you can see where they meet the standard, where the gaps are, and how significant those gaps are.

• Each individual's behavioural profile is compared against the Success Profile for their current role and, optionally, for target roles they are being considered for. The gap analysis shows not just whether a gap exists but how significant it is and whether it is developable.
• The three-input model - technical knowledge, behavioural competencies, and performance data - is combined to produce a talent identification score for each individual. This is the data that replaces the 9-box grid with something defensible.
• High-Impact Talent are identified based on the combined data, not manager perception. The output is a ranked view of your workforce that HR and leadership can use to make investment decisions with confidence.

Strengths and gaps across the workforce are visualised in live dashboards. Reports at individual, team, and organisation level give leadership what they need to make decisions.

• DataWiz dashboards give HR and the executive team a live view of capability coverage by role family, level, and business unit. The heat map shows where the organisation is strong, where it is fragile, and where it is most exposed to attrition or succession risk.
• Individual reports are generated for each assessed employee, showing their profile against the role benchmark, their development priorities, and their readiness for the next level. These reports are designed to be shared directly with the employee and their manager.
• The talent identification output - the ranked view of High-Impact Talent - is presented to the executive team with clear recommendations for investment, development, and role alignment. This is the conversation that changes how the organisation thinks about its people.

Findings are presented to your executive and HR teams with clear recommendations. Your team is set up to maintain the system and run future cycles without external help.

• We facilitate the talent review session with HR and the executive team, walking through the findings, challenging assumptions, and helping the organisation make decisions about development investment, role alignment, and succession planning.
• Development plans are built for identified High-Impact Talent, connecting the gaps identified in the assessment to specific development actions in TalentPrint. The assessment does not end with a report - it ends with a plan.
• The Success Profiles, taxonomy, and platform configuration remain in your system after the engagement. Future assessment cycles can be run internally or with Peopletree support, at a fraction of the cost of the initial engagement.