Map every role. Find every gap. Chart the path forward.

The most accurate way to find workforce skill gaps is to define the competencies each role requires, measure every employee against that framework, and compare results to the target proficiency for the role. In KnowledgeCity's Grow suite, Competency Builder sets the bar for each role and Skills Assessment (in early access) measures people against a skill tree using AI-generated assessments, surfacing gaps in a skill matrix for HR and managers.

Start from a standard model instead of a blank page: Competency Builder builds on O*NET and SFIA frameworks, or your own custom model, then lets you customize the proficiency levels and indicators that matter to your business. AI ranks courses from the Library for each competency at Beginner, Intermediate, and Advanced levels, so mapping becomes a review-and-approve task rather than manual linking, and you push the finished map into the LMS in one click.

Most skills data is self-reported and quickly goes stale. KnowledgeCity's Skills Assessment (in early access) measures real proficiency instead: AI generates assessments from your skill tree, scores each person against it, and shows results in a skill matrix you can track over time, so workforce decisions rest on measured data rather than a resume or a guess.

Yes, and that closed loop is the core of Skills Assessment. When an assessment reveals a gap, the platform automatically assigns the right KnowledgeCity learning paths, reads completion back in, and re-assesses afterward to confirm the gap actually closed. Managers track progress in a skill matrix and learners get a personalized path. (Skills Assessment is in early access.)

Yes. Skills Assessment (in early access) includes a campaign engine that rolls an assessment out to a whole group and manages the full assess, train, and re-assess cycle in one place. A group skill matrix shows proficiency by skill, and drift tracking flags where skills are eroding over time, so you can see gaps across a team, not just one person.

Internal mobility planning works best when it is rooted in objective skill data, not just manager opinion. In KnowledgeCity's Grow suite, Competency Builder defines what each role requires and Skills Assessment (in early access) measures people against it, so HR can see who already meets a role's bar today and what training would close the gap for a future move, based on measured data rather than a hunch.

Competency-based learning means training is mapped to specific role competencies, not a generic course catalog, so learners spend time only on what they actually need. The payoff is measurable: instead of just counting completed courses, you can show real skill gains tied to a role. With Competency Builder, AI maps courses from KnowledgeCity's Library to the competencies they develop, so every learning plan ties back to the skills a role requires.