Skill & Competency Development
For every blue- and white-collar position, we define competencies with international standards, measure them on a 0–4 scale and develop them with the 70-20-10 model. Use the tool below to profile a position's competencies and get a development plan and report.
Why competency management?
Skill is the organization's fastest-aging and fastest value-creating asset. Defining competencies by position makes visible who can do what and at which level, objectifies hiring–development–succession decisions and directs training investment to the real gap. A skill that is not measured cannot be managed.
International standards & frameworks
We build on accepted frameworks for defining, measuring and developing competencies:
ISO 10015 — competence management
ISO 10015:2019 is the international guideline for competence management and people development. It calls for determining competency needs at the organizational, team and individual levels, planning and running the development program, and evaluating its effectiveness. It turns skill development from a random event into a planned, measured cycle.
Qualification matrix & competency matrix
A skills matrix is a visual tool that pairs people (rows) with competencies (columns) and puts a level in each cell. In production, a 'qualification/versatility matrix' shows hard skills and who can do which job; in the office, a 'competency matrix' separates technical, methodological and social competencies. Both make gaps and surpluses visible at a glance.
ESCO & O*NET — occupation-skill taxonomies
ESCO (Europe) and O*NET (US) are open taxonomies that map occupations to the knowledge, skills and competencies they require. Instead of inventing a position's competency set from scratch, we adapt it from these references and your sector; for IT roles, frameworks such as SFIA/e-CF define competency by levels of responsibility. Definitions stay consistent, comparable and current.
0–4 proficiency scale
For measurement we use a scale reflecting autonomy and complexity: 0 none, 1 basic (does with supervision), 2 competent (does independently), 3 proficient (improves/optimizes), 4 expert (can train others). Fed by self-assessment + manager rating + observation/practical test, this common language yields an objective profile and, compared with a target level, computes the gap.
Define · Measure · Develop
- Define — set the competencies each position needs and their target levels (qualification/competency matrix by collar type).
- Measure — assess the current level on the 0–4 scale from multiple sources (self + manager + observation/practical); compute the gap.
- Develop — turn the gap into a 70-20-10 plan; re-measure periodically and update the matrix.
Development with 70-20-10
Learning happens mostly on the job. We design the development plan on the 70-20-10 model: 70% on-the-job experience (rotation, real tasks, controlled responsibility; for blue-collar, TWI job instruction and versatility), 20% social learning (mentoring, coaching, peer learning), 10% formal training. Formal trainings map to programs in the Grupas catalog, while the weight stays on real-world practice.
Measure a position's competencies on a scale aligned with international standards (ISO 10015 · ESCO · O*NET); our AI identifies strengths and development areas, prepares a 70-20-10 development plan with recommendations from the Grupas portfolio, and produces a downloadable report.
These assessments are provided free of charge by Grupas Gelişim so organizations can measure their maturity.
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