6 ways to find the right people for a task or project using Skills Base

Skills Base is skill inventory management software for organizations looking to track, measure and harness the skills of their employees.

One of the problems that Skills Base solves is task of finding the right people for a task or project that the organization may be planning or about to embark on.

Following are 6 ways to find people for tasks or projects using Skills Base.

Method 1: Find by name

If you have a particular person in mind, you can easily search by their name using the global search feature that is available at the top right hand side of every page:



Method 2: Find by a particular skill

If there is a particular skill that you need, you can easily use the global search to find the skill by name, and then view the “Most Skilled” list to see the most skilled people:



Method 3: Find by a set of skills

More often than not you require to find a person based on a range of skills.  This can be achieved via the “People Finder” feature.  Simply enter the required skills and the level of competency for each to seach for matches:



Method 4: Find by interest level

Sometimes, you might be looking for someone that is passionate about a particular skill area.  Finding people by interest level in a particular skill will allow you to identify people that are highly engaged in the subject matter.  Simply search for the desired skill using global seach and navigate to the “Most interested” box:



Method 5: Find by visual comparison

Ocassionally, you may wish to find a person based on how they compare agaist other empoyees in certain skill areas.  The Heat Matrix report provides a visual indication of empoyee skills within a given team and allows you to quickly identify areas of strength or weakness across all members and skills:



Method 6: Find by external means

If you would like to run queries against your data in order to find people by a customised criteria, the data export feature is available and can be used to export your data to a spreadsheet, external database or any other external tool.



New features available now on Skills Base

We are pleased to announce the immediate availability of some exciting new features on Skills Base.

Get even more detail on your employees



The new “Detail” tab allows you to see more detail about your employees and organization than ever before.  View all ratings from both self-assessments and supervisor assessments.  Graphs shows you the rating for each skill across each of your categories.



Split view heat matrix



To help you better manage your reporting, we’ve introduced a new split view heat matrix that gives you the information you need, when you need it.  The new split view makes reporting simple for organizations with many skills.



Thankyou for your support

Without your support and suggestions Skills Base would not be where it is today.  We hope you enjoy these new features and we always welcome your feedback.


The value of effective skills management in your organisation

The talent and passion of your employees is, when properly harnessed, one of the greatest assets and points of competitive advantage that you can have at your fingertips. Even though it may be possible to develop a mental map of the skill levels of all employees (for example in a micro business consisting of 1 to 5 employees), many invaluable tools and processes exist that can help you take things to the next level.  Further, when your company grows to 10 or more employees, the lack of an effective skills management model can begin to have an impact, and the company may find itself playing catch-up.

Skills Management, at it’s core has three objectives:

Objective 1: Understanding the skills levels of employees.

The first part of this objective is understanding which employees are skilled in which areas. For any individual employee, it should be possible to know their level of skill in each of the core competencies unique to the business. The ability to quickly assemble a clear view of an individual’s capabilities and shortfalls brings about a number of benefits that service a number of beneficiaries (detailed below).

The second part of this objective is to understand which skills are adequately represented within the organisation.  That is, of the competencies that are core to an organization’s business, how well is the organization able to deliver on those competencies?

Objective 2: Developing the skill levels of both the employees and the organization as a whole

Once the skill levels of both the organization and it’s employees are documented and understood, the next step is to identify gap areas for development.  This can involve the identification of key individuals who perform certain tasks or roles within the organisation and tailoring a specific development program to address gap areas.  The flow on advantages of such targeted development programs can offer immediate and high-value benefits, and these can be life-long.

This objective also involves the identification of key gap areas that the organization as a whole requires to address.  Development of these gap areas can be achieved through the roll-out of training programs, creation of new roles, or adjustment of existing roles and responsibilities.

Objective 3: Finding the right staff for the job

Understanding which staff are the right ones for a given task is key in both resource planning, as well as the day-to-day management of the business.  Having this knowledge at your fingertips is a powerful proposition; Consistently assigning the right people to the job can improve productivity, customer satisfaction, and in turn – the company’s bottom line.

The beneficiaries of effective skills management

An effective skills management strategy brings benefits to multiple parties:

  • The employees themselves gain from identifying and understanding their own strengths and weaknesses, from being able to set personal goals, and to understand the value they bring to the organisation (which in turn can boost morale).
  • Management gain from the clear picture of the competency levels of the staff that report to them.  Management can tailor training and development programs in line with objective measurements, they can search for, and deploy the right staff for the job, and they can understand who their key staff are in each area and if there are any critical knowledge silos.
  • The company itself gains from allowing executives to see areas of strength as well as areas of weakness in the organization. Planning is facilitated, and prioritization of areas for skills development can be achieved.


Whether your organisation is large or small, think about how an effective skills management strategy and program could bring you efficiency, and potentially, competitive advantage.  Leverage the benefits whilst identifying weaknesses, and allow this to feed into and drive strategic programs that assist the organisation in playing to its strengths.

If you enjoyed this article, you might be interested in our web based skills management software which is free for up to 10 users.