Skills matrix and gap analysis
Skills in Learnivo aren't a set of tags people add to their profile. Every skill claim is backed by evidence — assessment results, observations, portfolios — and gaps are computed from that evidence, so the skills matrix is something you can act on, and defend.
What's included
- Skill frameworks — define the skills your organisation cares about, at the levels you use.
- Course-to-skill mapping — completing a mapped course feeds the matching skill level.
- Individual skills tracking — each learner's capability profile, evidence attached.
- Team skills dashboard & gap analysis — see your team's matrix and where the gaps are.
- Competency outcomes with evidence tracing — the distinctive part: a competency is only marked achieved when its evidence requirements (minimum scores, observation counts) are met, and each achievement records which exact evidence satisfied it. Changing a rule creates a new version — past achievements keep their original definition.
- Workplace observation assessments — assessors record on-the-job performance against tasks, as skills evidence.
- Portfolio & prior learning (RPL) claims — learners submit prior learning evidence for review on every plan.
- Mentoring & coaching programmes — pair people with mentors to close the gaps you find.
- Personalised recommendations & career path planning — suggest what to learn next based on the gap between current evidence and the target role.
How it works
- Define skills and target levels for each role.
- Map courses and assessments to skills; learners learn and are assessed.
- Evidence (quizzes, assignments, observations) accrues against each skill.
- Gap analysis compares evidence to role targets and recommends the next learning.
Plan availability
- Skill frameworks, course-to-skill mapping, individual skills tracking, portfolio & RPL claims — every plan, including Free
- Team skills dashboard, gap analysis, competency outcomes with evidence tracing, workplace observations, mentoring & coaching, personalised recommendations, career path planning — Pro plans and above
Honest limits
A skill tag alone never satisfies a competency in Learnivo — only recorded evidence does. That's a feature, but it means the matrix is only as good as the assessments and observations you run.
Questions people ask
How is this different from skills tags in other LMSs?
Tags are self-declared. Learnivo binds each competency achievement to specific assessment evidence and keeps historical achievements pinned to the rule version they were judged under.
Can we define our own skill framework?
Yes — frameworks, levels and role requirements are fully yours to define.
Does it work for compliance-style competencies, not just soft skills?
Yes — competency outcomes enforce minimum scores and evidence counts, which suits regulated competencies.
Feature-by-feature explanations
Choose a capability below for its meaning, practical benefits and current readiness. Planned features are not yet available; features marked To confirm need validation before relying on them.
- Skills gap analytics
- Skill frameworks
- Course-to-skill mapping
- Individual skills tracking
- Team skills dashboard
- Skills gap analysis
- Personalised recommendations
- Career path planning
- Competency outcomes with evidence tracing
- Workplace observation assessments
- Portfolio & prior learning (RPL) claims
- Mentoring & coaching programmes
- Microlearning campaigns & spaced practice
Skills gap analytics
What it means: Compare required skill levels against your team's actual levels.
Why it matters: For administrators, this helps identify gaps before they become bigger problems. Instructors can see where learners need support. Learners can benefit from better targeted learning. Partner organisations can review results and allocation across teams.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Skill frameworks
What it means: Define the skills that matter to your organisation.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Course-to-skill mapping
What it means: Tag courses with the skills they develop.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Individual skills tracking
What it means: Each learner's levels, evidence and progress over time.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Team skills dashboard
What it means: Whole-team skill coverage with visual heatmaps.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Skills gap analysis
What it means: Where the team falls short of the levels a role requires.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Personalised recommendations
What it means: Suggested next courses based on each learner's profile, with the reasons shown.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Career path planning
What it means: Map the learning needed to reach a target role.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Available — Available in the app; confirm fit and readiness for your organisation before purchase.
Competency outcomes with evidence tracing
What it means: Outcomes are satisfied only by verified evidence — quizzes, assignments or observations. Skill tags alone never count.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Beta — Functional but actively evolving. May have limitations.
Workplace observation assessments
What it means: Assessors observe and record on-the-job performance against criteria.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Beta — Functional but actively evolving. May have limitations.
Portfolio & prior learning (RPL) claims
What it means: Learners build evidence portfolios and claim recognition for prior learning.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Beta — Functional but actively evolving. May have limitations.
Mentoring & coaching programmes
What it means: Pair learners with mentors, or offer bookable coaching sessions.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Beta — Functional but actively evolving. May have limitations.
Microlearning campaigns & spaced practice
What it means: Short daily challenges with reminders to boost long-term retention.
Why it matters: For administrators, this helps plan capability against real role needs. Instructors can connect learning to observable skills. Learners can see a clearer path to development. Partner organisations can share a common language for skills.
Current status: Beta — Functional but actively evolving. May have limitations.