Hi Matt

We do this now and in four quite different ways:

Change training / one-off assessment of skills gap.

We use a customised version of the Feedback module.  Where the staff member completes a set of the standard feedback questions (normally self-ratings in skills) and then it’s forwarded to their Team Leader to review and validate.


Operations Management processes in our LMS.

We have a Skill Matrix – a custom report view for Team Leaders that they add the Core Tasks undertaken by the team (a type of Competency) and then rate each staff’s skill rating in each task each month.

Using a separate report of the data you can determine the gap between forecast work and current skill availability. Outside of the LMS we use staff member time recording and error rate to determine efficiency rate.

Our process is geared towards our wider use of AOM methodology and is more suited to HR support of factory/production/delivery businesses.


Role Competency gap (for development planning)

We show staff their current role Competencies and their rating in these. Totara has a aspirational role option (but we're not yet using this).

In parts of the business with development frameworks it’s clear to the staff member & their Team Leader which of these Competencies are required for the next level up.  We haven’t automated this process as the parts of the business doing this have long time-frames (e.g. 10 to 20 years to advance from a Lvl 1 to Lvl 5 Investigator) and some ‘competencies’ are large (e.g. degrees and some particular post-grad qualifications).


Team Leader development – 360 Tool

We built an in-house 360 tool over a decade ago (before we’d even thought about an LMS) and we've stuck with it as it meets needs and the Moodle 360 module is good but not significantly better to justify the change.

If we were starting from scratch we’d use the Moodle 360 tool as it does the basics.
 

Hope this helps and happy to share.

Cheers
Austen