Is anyone using the full functionality of qualifications? This means competencies, skills, education, and credentials are defined; they are attached to jobs and positions where applicable and marked as essential or desired. Fit gap analysis is used for employees and external candidates, and incorporated within Succession, Performance, and Goals. I know this is a large undertaking and not usually done in phase 1.
It seems like the majority of clients are tracking items at the resource level, but not necessarily at the job/position level. They are typically tracking credentials; as certain positions require an active license in order to record time.
Thanks for any feedback.
