Platform · 01 Skill Gap Mapping
See the exact skills that stand between two roles.
Eduserge reads your role definitions and each person's assessment data, then lists which required skills are held, which are partly there and which are missing. The result is a gap map specific enough to train against.
Gap map · Senior Data Analyst to Analytics Manager
Sample view| Skill | Weight | Level vs required | Status |
|---|---|---|---|
| Advanced SQL and data modeling | Core | Already held | |
| KPI design and reporting | Core | Already held | |
| Data storytelling | Core | Gap of 2 | |
| Stakeholder negotiation | Core | Gap of 2 | |
| Coaching and feedback | Core | Gap of 2 | |
| Roadmap prioritization | Supporting | Gap of 1 | |
| Budget ownership | Supporting | Gap of 2 |
5 gaps found across 7 required skills. Sources: role definition v3, Q2 assessment, manager review.
How it works
Four steps, run continuously.
- 01
Model each role
Import role definitions or competency frameworks. Each role becomes a list of skills with a required level from 1 to 4 and a weight: core or supporting.
- 02
Establish the current level
Assessment results, manager reviews, completed certifications and role history set a current level for each skill, with the source recorded.
- 03
Compare and rank
Required minus current gives the gap. Gaps on core skills rank above supporting ones, so paths start with what matters most for the role.
- 04
Refresh on new evidence
Every new assessment or sign-off re-runs the comparison. A gap map is never older than the latest piece of evidence.
What goes in
- Role definitions and competency frameworks
- Assessment scores and review ratings
- Certifications already held
- Role history and internal moves
What comes out
- Per-person gap map for current and target role
- Required vs current level for every skill
- Gap severity ranked by skill weight
- Source attached to every level
Works with messy role data
If your role definitions are job descriptions rather than frameworks, Eduserge extracts a draft skill list for HR to review and approve before any mapping runs.
Current role or next role
Map against the current role to find performance gaps, or against a target role to plan a promotion or an internal move. Both can run side by side.
No black box
Every level on a gap map shows where it came from: which assessment, which review, which certificate. HR can override any level with a note.
Questions
Skill Gap Mapping, in detail.
Do we need a formal competency framework?
No. A framework speeds things up, but job descriptions and a short calibration session with HR are enough to build a usable first role library.
How many skills does a role usually have?
Most roles land between 6 and 12 skills. More than that tends to blur priorities, and Eduserge will suggest where to merge overlapping skills.
Can employees see their own gap map?
Yes, if your workspace settings allow it. Most customers show learners their gaps and path, while readiness scores stay visible to managers and HR.