How can employee skills be identified?

Identifying employee skills is crucial for companies that want to remain competitive. This approach helps to develop talent in a targeted manner and design effective training plans. Find out why this practice is indispensable, which skills should be analyzed, and which methods and tools can be used to systematically record skills.

The most important information at a glance

• Identifying skills is crucial for supporting the professional development of employees, optimizing talent management, and ensuring the competitiveness of the company.

• There are different types of skills: hard skills (technical), soft skills (behavioral), specialist knowledge (theoretical knowledge), and language skills.

• A skills matrix highlights strengths and gaps and makes it easier to plan training and internal mobility.

• A competency model describes the skills expected for each role and serves as a basis for assessment and development.

• The most important tools include employee appraisals and practical or theoretical skills tests.

• HR software helps to bundle and evaluate skills data and systematically track training needs.

Why is it important to identify employee skills?

The systematic recording of skills contributes to both individual performance and collective corporate success.

Promoting the professional development of employees

Identifying skills helps to provide employees with targeted support in their professional development. This enables companies to:

• plan further training to close skills gaps and prepare employees for new tasks in a targeted manner

• promote internal mobility and develop careers in a coherent manner

• identify talented individuals with potential and include them in development programs in a targeted manner

For example, the skills analysis in a consulting firm made it possible to:

• organize project management training for young professionals

• transfer an analyst to a project management role

• integrate an employee into a specific development program

Optimize talent management

Those who know the strengths and areas for development of their employees can use resources in a more targeted manner and:

• manage human resources in a more targeted manner

• avoid overload due to skill gaps or misallocations

• reduce recruitment costs by planning internal mobility at an early stage

Example: In a marketing agency, the analysis showed that a designer also had editorial skills. The team redistributed tasks, reduced peak workloads, and planned for internal development into a hybrid role in the medium term without external recruitment.

Ensure the competitiveness of the company

Identifying competencies ensures that employees have the skills necessary for sustainable competitiveness. This enables companies to:

• anticipate changes in roles and requirements at an early stage

• build strategic skills in a targeted manner, for example through continuous training

• align existing skills with corporate goals

This approach is gaining importance in Switzerland: Companies are investing more in the development of their employees and are taking care to better align skills with corporate needs.

What types of skills are there?

Professional skills can be divided into several complementary categories:

• hard skills

• soft skills

• specialist knowledge

• language skills

Hard skills

Hard skills comprise the technical and professional skills required for a particular role or industry. They are measurable and often evidenced by degrees or certificates.

These include, for example:

• the use of specific software such as Excel

• technical know-how, for example in mechanics or project management

• programming skills (e.g. Python, Java)

• sales or negotiation techniques

Hard skills are a prerequisite for performing a role in a company. They reach their full potential when combined with soft skills.

Soft skills

Soft skills refer to social, communication, and personal skills that shape how we deal with different professional situations.

Particularly in demand are:

• time management

• empathy and communication skills

• stress management

• creativity in complex problem-solving

• leadership skills in a team context

These skills are becoming increasingly important because they contribute significantly to the success of joint projects.

Good to know: Soft skills often make the difference between good and very good employees.

Specialist knowledge

Specialist knowledge encompasses theoretical knowledge acquired through education or professional experience that supports practical work.

This includes, for example:

• basics in economics or law

• knowledge of business management

• knowledge of norms and standards such as ISO

This knowledge is often a prerequisite for positions with increased responsibility.

Language skills

Language skills are a clear competitive advantage in many industries. They facilitate:

• collaboration with international partners

• access to new markets

• integration into multicultural teams

English is often considered a basic requirement today. Other languages such as Chinese or Arabic can bring additional advantages depending on the industry.

What methods are suitable for identifying employee skills?

There are various proven methods available for identifying skills.

The skills matrix

A skills matrix is a visual tool for:

• recording existing skills per employee

• highlighting discrepancies between actual skills and role requirements

• planning training and development needs

It supports talent management by showing strengths and areas for development within the company at a glance.

The competency model

A competency model describes in detail which skills are expected for a role. It contains:

• essential skills

• supplementary or desirable skills

• clear evaluation criteria for each skills level

Good to know: A well-structured competency model facilitates structured employee appraisals and creates transparency about development goals.

What tools can be used to record skills?

The following instruments are used in particular to identify skills:

• employee reviews

• skills tests

Employee appraisals

Annual or development appraisals are key opportunities to discuss employees' skills. These appraisals make it possible to:

· reflect on past performance

• identify training needs

• discuss career goals and aspirations

Skills tests can be a useful addition to these appraisals.

Skills tests

Skills tests assess employees' technical or behavioral skills in a practical or theoretical manner, for example through:

• software tests (e.g., Excel or Photoshop)

• simulated situations to assess problem-solving skills

Good to know: Especially in technical or manual professions, observing employees in their everyday work often yields particularly meaningful results.

Conclusion

In addition, skills management software can be used to centrally record and evaluate employee skills and systematically track training needs. This allows development paths to be structured and HR processes to be efficiently supported.