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Skills-Based Career Development: Beyond Courses, 290+ Tools
2,884 students
Skills-Based Career Development: Beyond Courses, 290+ Tools
Courses finished, nothing changed at work? Skills-based development: competencies, job profiles, 360, mentoring
Last updated 10/2026
English
English [Auto],
What you'll learn
- Build capabilities, not a list of finished courses: take 290+ question lists, checklists, procedures and scorecards in 44 downloadable resources
- Define competencies and build a competency model
- Describe, implement and assess competencies, and use competency libraries
- Build job profiles and use them for real development decisions
- Design and deliver 360 feedback and link it to development
- Design result-based learning, transfer and support
- Evaluate learning and connect it to organisational development
- Run mentoring: purpose, matching, the first meeting and closing well
- Use the Development goal rewrite workbook and job family and leveling references
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
15 sections • 39 lectures • 17h 49m total length
Requirements
- Experience in HR, L&D or management helps
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
Most development plans are a list of courses. A year later the courses are finished, the certificates exist, and nothing has changed in how the person works. Here are 299 tools to develop capabilities instead: 169 ready-to-use question lists, checklists, procedures and scorecards, 110 models and methods, 13 services shown on screen and 7 working files.
Open a lecture, take the workbook, and rewrite one development goal as a capability.
Why development plans change nothing
Goals are written as courses to attend, competencies are vague, job profiles are not used, and feedback comes once a year. Learning is not linked to the job, so nobody sees a difference and development becomes a formality.
What changes after this course
Development goals describe capabilities, competencies and job profiles make them concrete, 360 feedback shows progress, learning is designed for transfer, and mentoring supports the change.
What is inside: 299 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 44 downloadable resources: lecture presentations plus 7 working files, including a development goal rewrite workbook, a job profile workbook and a 360-degree feedback sample report
- 169 ready-to-use tools inside the presentations:
- 53 question lists and scripts: manager competency elicitation, behavioral interview question bank, employee development planning, 360-degree open-ended feedback
- 36 checklists: competency quality, assessment center design, learning transfer, mentor matching criteria
- 33 step-by-step procedures: competency model development, 360-degree feedback implementation, six-step learning transfer, developmental feedback
- 28 scorecards, rubrics and matrices: competency assessment tool selection, five-level competency rating scale, performance-behavior matrix, business drivers and competency matrix
- 17 templates and sample documents: job competency profile, individual development plan, succession plan, 360-degree questions and response scales
- 2 ready AI prompts: assessment center exercise design, career development with ChatGPT
- 110 models and methods explained with examples: competency iceberg model, 360-degree feedback, SHL Universal Competency Framework, ADDIE learning design
- 13 services shown on screen, including HURMA, 15Five, Culture Amp, Google Forms and ChatGPT
Where the tools are
Competencies (3 sections, 125 tools). What they are, the model, describing, implementing, assessing and libraries.
Job profiles (2 sections, 61 tools). Building profiles and using them for decisions.
360 feedback (3 sections, 45 tools). Design, delivery, conversations and automation.
Learning (4 sections, 95 tools). Foundations, transfer, evaluation and organisational development.
Mentoring (2 sections, 33 tools). Purpose, matching, the first meeting and closing well.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
At Wargaming the annual performance review joined the results of the past period, a job satisfaction check, goals for the next period and a development plan. People saw both what they had achieved and where they were going, and development stopped being a separate form nobody returned to.
How to use the course
Start with competencies and job profiles, then use the 360, learning and mentoring sections. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 15 sections, 18 hours
- 44 downloadable resources: lecture presentations and 7 working files
- 299 tools across the lessons, including 13 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one development goal on your plan and rewrite it as something you will be able to do, then open the first section. Enrol now and start your first lesson today.
Who this course is for:
- HR and L&D specialists
- Managers developing their teams
- Talent managers
- HR business partners
- Professionals planning their own development