How I revolutionized our HR
development as HR manager
with mySkilltower
Setting up and using mySkilltower in a fictitious example.
The initial situation: lack of transparency about careers
Unclear existing skills and skill gaps The skills of our employees are not systematically recorded. There is no complete overview of which skills are already available and where there are gaps.
Unclear career paths It is not transparent to employees what development opportunities there are in the company. There is a lack of clear and structured career paths.
No coordinated feedback process Feedback on performance and development potential is given unsystematically or not at all. There is no standardized process for assessing competencies.
Further training without a clear needs analysis Training courses are often offered without a well-founded analysis of actual development needs. This results in inefficient measures.
Insecure employees The lack of transparency and orientation leads to uncertainty among employees regarding their career prospects in the company.
Promotions based on gut feeling Decisions about career steps are often made subjectively and without an objective basis. This can be perceived as unfair and have a demotivating effect.
Structure through mySkilltower
"Together with the specialist departments, we defined clear skills requirements for every important position in the company. The mySkilltower models, which reflected a large part of our needs, helped us to do this. We were able to adopt some roles completely, while others we adapted slightly."
Structured feedback process
"In addition to the target towers, it was important to record the current competence level of the employees. The structured feedback process was used for this purpose. Thanks to the descriptive bricks, it is now also possible for non-specialist employees to give ratings. No more Java 4 stars, but a real description of what can be achieved."
Peer Feedback
"We have designed the feedback process in such a way that each employee and their manager can select peers whose feedback is collected via the tool. Together with the manager or on their own, everyone can incorporate the feedback into their own IST Tower and thus make it more objective."
Targeted further education
"For each skill in the ROLLEN towers, we were able to enter the appropriate training - be it an internal workshop, external training or an online course. As we could also see who had which skills, we could also appoint them as tutors and store them in a database to promote our own on-the-job training."
Keeping an overview
"With the dashboard, we now have a clear visual representation of our skills. We can see which critical skills gaps we still have and which further training we should aim to complete."
Nice side effect - structure for job postings
"With the Role Towers, we can describe what the specialist department wants and needs much better in job advertisements. Less bullshit bingo and also a great discussion guide in job interviews, especially for specialist staff."
The plan: targeted growth instead of aimless learning!
Clear career paths for all roles There are now transparent development paths for every position in the company. Employees know exactly which steps they can take to take the next step in their career.
Centralized, objective feedback process Feedback on skills and performance is now provided via a standardized, company-wide process. This creates comparability and fairness.
Individual goals for the next career step Every employee is given specific, personal development goals - tailored precisely to the desired role and the skills required for it.
Efficient, needs-oriented further training Further training courses are geared directly to actual skills requirements. This ensures targeted learning instead of investing time in irrelevant measures.
Future-proof personnel planning through active skills analysis By regularly analyzing existing and required skills, the company can plan ahead and respond to future requirements in a prepared manner.
“Thanks to the clear role description, our newly identified knowledge holders can receive targeted and cost-reduced internal training!”
The result
Clarification gained
The feedback process makes your own skills clearer. The comparison with the needs shows the gaps that can be closed in a targeted manner.
Need identified
Gaps can be closed quickly and effectively by linking further training and skills
Future-proof
Kiran's HR work is now based on solid data. The dashboard shows the GAPs and measures can be discussed.
Our features
mySkilltower is characterized by powerful features aimed at personnel development. From skill analyses, individual skill towers and demand towers, our platform offers a comprehensive toolbox for employee development.
👥 Peer & manager feedback
Structured feedback process for valid assessments including target achievement and formulation.
🔍 Target/actual comparison
Compare current status with requirements for your own role, the next career stage or a lateral move
🗂️ Role tower & career paths
Standardized and adaptable role profiles enable structured career models and internal development paths.
🔧 Integrable further training resources
Link internal training courses, online courses or external offers directly with skill bricks.
📊 Skill-Dashboard
Overview of skills, gaps and potential at employee and company level.
🧱 Skills & Bricks
Granular representation of skills in development stages for precise support planning.
FAQ
What is a skill tower?
Our skill towers consist of different skills (abilities/competencies). The skills have different bricks (development levels/special skills). A skill tower consists of the bricks of the different skills. Each ability has its own color.
What is a ROLE Tower?
The ROLE tower is stored for each role (eg Marketing Manager) and its levels (eg Junior/Senior) and represents the skills required for each role. Every employee in the company is assigned at least one role. To see the different roles in the company, you can click on "Roles & Levels" and then select the relevant role.
What is the "IST Tower"?
The Actual Tower reflects your current skills and their building blocks. It can be created in a variety of ways. It can be created by your manager, you can create it yourself, and there is also the option of having selected colleagues provide their assessments. This depends on your internal processes.
What is a TARGET Tower?
The TARGET Tower is your current tower plus building blocks you want to acquire. It is usually created in a conversation with your manager. The exact process depends on what your internal processes look like. The TARGET Tower is usually based on a ROLE Tower you want to achieve. It can be seen as an intermediate step.
