[100% Off] Skills-Based Organization: Map What People Can Do, 450 Tools

Job titles, not capabilities? Skills-based organization: workforce planning, competences, job profiles, succession

Added on October 17, 2026 Business 4 min read

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

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