HR & People
Skills gap analysis and training recommendations
Map current workforce skills against future role requirements and automatically identify gaps. Recommend training programmes, internal moves, or hiring priorities based on the analysis.
40–60%
reduction in skills assessment and planning time
Opportunity assessment
Minor improvement. Small efficiency gain with limited effect on overall turnover or bottom line.
Moderate effort. Requires configuration, prompt engineering, and testing. A capable team can get there but expect several months.
Demanding data requirements. Relies on clean, integrated data across multiple systems. Significant data preparation work typically needed.
Low risk. Limited external exposure. A human reviews output before it reaches anyone outside the team.
Moderate people impact. Part of someone's working day changes. Requires training and some adjustment time, but roles remain broadly the same.
Tooling required
Things to consider
Skills data is notoriously inconsistent across organisations. Self-reported skills are unreliable, manager assessments are subjective, and formal qualifications don't capture practical capability.
The analysis is only useful if it connects to available training. Identifying a gap with no corresponding development option creates frustration, not progress.
Start with a specific function or role family rather than attempting an enterprise-wide skills mapping. Prove the approach works in one area before scaling.
Experiment starter: For one department, define the target skills profile for each role. Have team members self-assess and managers validate. Feed the gap data to an LLM to generate prioritised training recommendations. Measure whether the recommendations are actionable and aligned with available development options.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — RAG and Knowledge Systems: Unlocking Proprietary DataThis is an decision support opportunity — see the relevant playbook section for how to approach it.More in HR & People
Job description drafting
Generate first-draft job descriptions from role parameters, reporting line, and key responsibilities. HR reviews and refines. Consistent structure and tone across roles.
CV screening and shortlisting
Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
AI Transformation Playbook
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