An org-wide map of who holds which skills, read from your assessments, course completions, and role data when you ask, so you can see your biggest gaps whenever the question comes up.
ForL&D leadersHR business partnersWorkforce plannersDepartment heads
Sample prompt to Joy's Assistant
Build a [skills inventory] across the org and show where our biggest [skill gaps] are.
What it can look like
An illustrative example. Your output will reflect your own sources, data, and prompts.
Build a live skills inventory across the org and show where our biggest skill gaps are.
Here is your skills inventory across the whole organization. It maps 1,240 people against 48 tracked skills, read from the latest assessments, course completions, and role changes. Here is where coverage stands today and where the gaps are widest.
Across the organization, coverage is strongest in the skills people practice every day and thinnest in the technical areas the company has been hiring into fastest. Two skills sit well below the rest.
48
Skills tracked
1,240
People mapped
AI/ML 38%
Biggest gap
Coverage here is the share of mapped people who are at or above target level for each skill. Customer Communication and Project Management are in good shape, in the seventies and low eighties. The middle band, Data Analysis at 61 percent and Cloud/DevOps at 52 percent, is holding but worth watching. Security and AI/ML are the real gaps.
Coverage at target level by skill (share of mapped people at or above target)
Customer Communication82%
Project Management74%
Data Analysis61%
Cloud/DevOps52%
Security47%
AI/ML38%
AI/ML, 38 percent. This is the widest gap, and it concentrates in Data & Analytics and Product Engineering, the teams now expected to ship model-backed features. Fewer than four in ten mapped people are at target, so this is a build-a-program gap rather than a fine-tuning one.
Security, 47 percent. Just under half are at target, and the shortfall is heaviest in Platform Engineering and IT Operations. Given the risk attached, closing this gap pays off well beyond the score.
The three widest gaps, with the teams furthest from target.
Skill
Coverage
Teams furthest from target
AI/ML
38%
Data & Analytics, Product Engineering
Security
47%
Platform Engineering, IT Operations
Cloud/DevOps
52%
Infrastructure, Application Development
The board stays current on its own. As assessments are completed, courses are finished, and people move into new roles, the coverage figures and the gap ranking update without anyone rebuilding the view.
Want me to drill into one department, or map a target role's required skills against current coverage so you can see who's ready and who needs development?
How Skills Inventory works
Skills Inventory reads your competency framework, assessments, course completions, role profiles, and HR data and builds a single, org-wide map of who holds which skills and at what level. It shows coverage by skill, ranks the widest gaps, and points to the teams that are furthest from target.
Connect your skills data
Link your competency framework, assessments, course completions, role profiles, and HR org data so Joy can read them together in one place.
Define the skills and target levels
Set the skills you want to track and the target level for each, so coverage means the same thing across every team.
Ask for the map
Joy maps every person against every tracked skill and ranks the gaps, reading the latest assessments, completions, and role changes each time you ask.
Take the gaps into your planning
Copy the ranked gaps and the teams behind them into your hiring plan or training roadmap. Joy surfaces the priorities; you decide how to close them.
Save it as a team command
Save this prompt as a custom command on the assistant your team already uses, so anyone can use it in one click.
Make it yours
Coverage at A glance
One view shows coverage at target level for every tracked skill, so the strong areas and the gaps read instantly.
Current when you ask
Joy reads assessments, completions, and role changes at the moment you ask, so you don't rebuild a spreadsheet.
Gaps, ranked
The widest gaps sort to the top with the teams furthest from target, so the priority is never in doubt.
Drill anywhere
Break the map down by department, or match a target role's required skills against current coverage.
By department
Focus the map on one department to see exactly which skills that team is short on.
Against A target role
Map the skills a target role requires against current coverage to see who's ready and who needs development.
For workforce planning
Use the gap ranking to decide where to hire and where to build, before the next planning cycle.
After A program
Ask again after a training push to see whether the gap has closed, without pulling a fresh report.
Frequently asked questions
How do I build a skills inventory across the whole organization?
Connect your competency framework, assessments, course completions, role profiles, and HR data, and Joy maps every person against every tracked skill in one view. You get coverage by skill, the widest gaps ranked, and the teams furthest from target, without stitching a spreadsheet together by hand.
Is this a live dashboard or a read I ask for?
It's an on-demand read. Each time you ask, Joy reads the latest assessments, completions, and role changes, so the coverage figures and the gap ranking are current as of that moment. It doesn't refresh on its own between questions.
How does it decide where the biggest gaps are?
Coverage is the share of mapped people at or above target level for each skill. The skills with the lowest coverage sort to the top as the widest gaps, and the map shows which teams are furthest from target on each one.
Can I drill into one department or a specific role?
Yes. Ask Joy to focus the map on a department to see that team's shortfalls, or map a target role's required skills against current coverage to see who's ready and who needs development. Joy answers without you rebuilding anything.
What data does it need to work?
Connect your competency framework, assessment results, course completion records, role profiles, and HR org data. The more of these are connected, the more complete and precise the map of coverage and gaps.
