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Skills-Based Organization: Map What People Can Do, 450 Tools
2,987 students
Skills-Based Organization: Map What People Can Do, 450 Tools
Job titles, not capabilities? Skills-based organization: workforce planning, competences, job profiles, succession
Last updated 10/2026
English
English [Auto],
What you'll learn
- Draw the map of what your people can actually do: take 450 question lists, scorecards, procedures and templates in 49 downloadable resources
- Plan the workforce with FTE, segmentation, norming and full-cycle headcount management
- Define competences, build a competence model and run the project
- Use competence libraries and link skills to roles
- Build job profiles with competences and turn them into hiring, development and pay decisions
- Attract, select, reward, measure, grow and retain talent in a skills-oriented organisation
- Close skills gaps with learning design, delivery, transfer and evaluation
- Plan succession: key roles, risks, successor assessment and bench strength
- Use working files such as a skills map planning workbook, a job profile workbook 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
19 sections • 45 lectures • 19h 9m total length
Requirements
- Experience in HR, talent or management helps
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
Your org chart shows job titles. Your actual capability is a completely different map, and almost nobody has drawn it. Here are 450 tools to draw it and use it: 253 ready-to-use question lists, scorecards, procedures and templates, 174 models and methods, 17 services shown on screen and 6 working files.
Open a lecture, take the template, and map the skills of one team.
What is going wrong right now
Hiring, pay and development are built around job titles, so the same title hides very different skills. Gaps are discovered when a project fails, internal talent stays invisible, and succession plans list names without knowing who could actually do the job.
What changes after this course
You know which skills exist and which are missing. Competences and job profiles connect hiring, development, rewards and succession, learning closes real gaps, and workforce plans are built on capability, not on headcount.
What is inside: 450 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.
- 49 downloadable resources: lecture presentations plus 6 working files, including a skills map planning workbook, a job profile workbook and job family and leveling references
- 253 ready-to-use tools inside the presentations:
- 60 question lists and scripts: job analysis activities, manager competency elicitation, behavioral event interviews, employee development planning
- 49 scorecards, rubrics and matrices: five-level competency rating scale, competency importance rating scale, competency assessment tool selection grid, business drivers and competency matrix
- 48 step-by-step procedures: competency model development, competency-based recruitment, competency-based interviews, competency assessment validation
- 46 templates and sample documents: job competency profile, competency description structure, individual development plan, workload to FTE demand calculation
- 33 checklists: competency quality, competency model implementation, assessment center design, KSAP quality
- 13 formulas and metric sets, 3 ready AI prompts and 1 other working tool: assessment center exercise design, career development with ChatGPT, FTE calculation, workforce headcount KPIs
- 174 models and methods explained with examples: competency iceberg model, SHL Universal Competency Framework, job task analysis, 360-degree assessment
- 17 services shown on screen, including Google Sheets, Confluence, Creatio, Kissflow and ChatGPT
Where the tools are
Workforce planning (3 sections, 91 tools). FTE, segmentation, norming, headcount optimisation and full-cycle management.
Competences (3 sections, 118 tools). What they are, the model, describing them, libraries and linking skills to roles.
Job profiles (2 sections, 63 tools). Building profiles and turning them into decisions.
Talent strategy (3 sections, 124 tools). Attracting, selecting, rewarding, measuring, growing and retaining talent.
Closing the skills gap (4 sections, 94 tools). Learning foundations, delivery, transfer, results and learning strategy.
Succession (3 sections, 35 tools). Key roles, risks, assessing successors and bench strength.
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 we used the Radford system to place all our people by level, not only developers but every profession. We translated it, rewrote it for our company and adapted the levels to our game, World of Tanks: for example, what a middle-level artist had to be able to draw. That made skills, not titles, the basis for levels.
How to use the course
Start with workforce planning and competences, then build job profiles and use them for talent and succession decisions. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 45 lectures across 19 sections, 19 hours
- 49 downloadable resources: lecture presentations and 6 working files
- 450 tools across the lessons, including 17 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
Pick one team and list the skills it really needs, then open the competences section. Enrol now and start your first lesson today.
Who this course is for:
- HR leaders moving to a skills-based model
- Talent and workforce planners
- L&D and competency specialists
- HR business partners
- Executives who want to know the real capability of their organisation