Skills Intelligence
Fuel excellence in every skills décisions
How can we reenchant management at skills?
Our software makes it easy to analyze and map skills dynamically and reliably, while anticipating emerging talent. Team up with the partner who guarantees you a head start.
Jobs & Skills Manager
Update your skills framework in real time
Audit, create and upgrade your skills repositories with tailor-made support. Our technological and human know-how is your best asset for creating this foundation in record time! You get dynamic, multilingual skills management software that feeds itself with internal data and external insights. Take control of your human resources management.
Skills Mapping
Maintain accurate and continuous mapping of your skills
Audit, create and upgrade your skills repositories with tailor-made support. Our technological and human know-how is your best asset for creating this foundation in record time! You get dynamic, multilingual skills management software that feeds itself with internal data and external insights. Take control of your human resources management.
Test & Assessment
Objectively validate your teams’ skills
Our skills management software gives you access to the best methods for assessing skills levels. Combined with 360° feedback, your reskilling programs finally become profitable.
The levels of skills are grouped together in a central tool for use by HR teams. Our AI’s intelligent suggestions give you extra help to manage your business. Strategic Workforce Planning.
Data Hub
Easily track key HR performance indicators
Benefit from personalized reporting to facilitate decision-making by HR and managers. The managerial relay of HR policies becomes a reality thanks to a better understanding of each talent’s preferences. Development and performance objectives come to life with more regular interaction between employees and managers.
Our’AI Skills Management’ software skills identifies the key actions to be taken to optimize the performance of each employee.
AI Skills Engine
Give meaning to each of your skills
Think of AI as an ally that adapts to your goals and learns to serve you better.
External data from companies in many sectors is the driving force behind your strategy in the face of the risk of obsolescence or loss of skills. Your internal rules are integrated into your skills management platform to ensure compliance with your culture and save you valuable time.
Revealing value: a key indicator
%
Thanks to Neobrain and its technology, each company uncovers 40% of previously hidden skills: mobilize 100% of your internal assets.
The Top-Rated Solution for Streamlined Skills Management, Endorsed by G2
Give meaning to each of your skills
Think of AI as an ally that adapts to your goals and learns to serve you better.
External data from companies in many sectors is the driving force behind your strategy in the face of the risk of obsolescence or loss of skills. Your internal rules are integrated into your skills management platform to ensure compliance with your culture and save you valuable time.
Like Sage, start with Neobrain your own
success story
“With Neobrain each manager and HR team member has a real-time visualization of available and emerging skills to support Sage’s development.”
Skills Intelligence
The preferred solution for companies with 1000+ employees
Your skills repositories 4 times faster
Our other solutions
Talent Marketplace
Career growth and internal mobility at scale
Talent Planner
Optimize the strategic deployment of your workforce
Engagement Loop
Increased performance with detailed data and feedback
FAQ
- What are the tools of good software Strategic Workforce Planning ?
A good software Strategic Workforce Planning should include the following tools:
- Company organization chart: visualizing the organizational structure makes it easier to understand roles and hierarchical relationships, helping to identify potential gaps skills.
- Job description: describing the responsibilities and skills required for each position facilitates the alignment of training and recruitment needs.
- skills repository: listing the skills currently available and needed by the company ensures a match between skills, jobs and support.
- Annual appraisal interview: this moment of exchange on performance, skills acquired skills and development needs speeds up the desired planning during a Strategic Workforce Planning.
- Professional interview: this focus on the employee’s long-term career development enables us to anticipate skills, training and mobility needs.
- Training program: targeted training actions based on the know-how gaps identified through the other tools, ensure constant upgrading of the team’s skills.
- What tools can be used to measure skills?HR teams have several tools at their disposal to measure skills :
- Specific skills tests: Assessments designed to measure skills technical or professional skills specific to a field or position.
- Assessments: More general tests that can assess skills cognitive, behavioral and technical aspects.
- 360-degree feedback: A process where employees receive confidential feedback from supervisors, colleagues, and sometimes customers, offering a complete perspective on their interpersonal and professional skills .
- Performance analysis: The regular assessment of performance by managers, helping to identify strengths and areas for improvement.
- Simulations and case studies: Practical scenarios that allow us to observe skills in action in situations that mimic real-life work challenges.
- skills management platforms: Software specially designed to track and analyze employees’ skills , offering precise insights and helping to make strategic decisions on training and professional development.
- What is the main objective of the Strategic Workforce Planning ?The Strategic Workforce Planningor Gestion Prévisionnelle des Emplois et skills, is primarily aimed at aligning a company’s human resources with its strategic needs and market changes. This approach makes it possible to coordinate the workforce, positions and skills required with the company’s long-term objectives. It takes into account both external and internal factors:
- External factors: technological developments, competition and market conditions.
- Internal factors: organizational structures and cultures, human resources management policies, current leadership, etc.
Do you still have
questions ?
Please feel free to contact us for more information 😃