Clarify goals and applications
DeBott works with management and HR to define which decisions Skill Intelligence should support. A job family, business area or specific transformation initiative can be the starting point.
HR CONSULTING
Skill Intelligence: understand capabilities. Guide development.
Make existing capabilities visible. Identify future needs. Deploy talent effectively.
DeBott helps organisations record skills systematically and connect them with business requirements, creating a sound foundation for workforce planning, learning and internal development.
What Skill Intelligence means.
Skill Intelligence connects information about existing capabilities with the skills a business needs today and in future, including technical, methodological and interpersonal skills.
A shared framework makes this information comparable, revealing available skills, gaps and useful development steps.
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OUR
MISSION
We help your forward-looking business drive meaningful change.
Learn more about our consulting approachDo you know which capabilities your organisation already has?
Job titles and qualifications reveal only part of existing capabilities. Information important to workforce decisions is often missing:
- Skills remain invisible: project knowledge and additional capabilities are known only to individual managers.
- Learning lacks direction: courses are taken without assessing their contribution to specific requirements.
- Internal opportunities are overlooked: external recruitment proceeds despite employees having or being able to develop suitable skills.
- Future needs remain unclear: new technologies and business models change tasks without timely updates to skill requirements.
This can cause unnecessary recruiting costs, ineffective learning investment and dependence on individual knowledge holders.
From individual profiles to a shared skills foundation.
Structure skills and requirement levels
Relevant skills are described consistently with understandable levels. Role requirements and employees’ existing skills are captured separately, then combined.
Capture and assess existing skills
Suitable information sources and methods are defined, such as structured self-assessments, manager assessments or documented project experience. Information sources, currency and validity remain transparent.
Analyse skill gaps and options
Existing skills are compared with current and future requirements. Priorities include developing skills, transferring knowledge, reallocating tasks or recruiting selectively.
Embed processes and systems
DeBott supports tool selection and integration into workforce planning and development. Responsibilities, update cycles and access rights keep information useful over time.
Learn moreWhere Skill Intelligence improves decisions.
- Workforce planning: identify skills needed for growth, digitalisation or new business areas early.
- Learning: align training with specific requirements and assess its contribution to skill development.
- Internal mobility: identify people for projects and new tasks, considering skills, interests and development opportunities.
- Recruiting: refine requirements and distinguish skills needed on entry from those that can be developed.
AI can help. The data foundation matters.
AI can standardise skill terms, structure role information and suggest relationships. These suggestions need review: mentioning a skill does not establish proficiency.
DeBott combines professional design with suitable digital methods. Transparent collection, controlled use and clear correction options build trust in results.
Your value: develop and deploy skills purposefully.
- Greater visibility of relevant capabilities and critical knowledge gaps.
- More targeted learning investment through clear development priorities.
- Better foundations for internal staffing of projects and new tasks.
- Better-informed workforce planning as business requirements change.
- Understandable development opportunities for employees and leaders.
Frequently asked questions
Must the whole organisation be covered at once?
No. A defined pilot tests the framework and practical value. Proven methods can then be expanded gradually.
Is AI required?
No. Skill Intelligence starts with clear terms, suitable information and a specific purpose. AI can assist processing but cannot replace these foundations.
How does Skill Intelligence differ from job evaluation?
Job evaluation assesses role requirements and places roles in a job structure. Skill Intelligence examines existing and required capabilities. The approaches complement each other but answer different questions.
How do skills profiles stay up to date?
Through defined update triggers and responsibilities, for example after projects, learning activities or role changes. Employees and leaders must be able to review and correct information.
Which skills will your organisation need next?
An initial conversation clarifies which decisions you want to improve and a sensible starting point for Skill Intelligence.