Problem
Training is often too broad
Teams get generic workshops when the real issue may be one or two missing skills inside a specific workflow.
Managers know the pain, not the curriculum
A manager can identify slow reports, inconsistent service, or software confusion, but may not know how to translate that into training.
Skill gaps are hard to prioritize
Without a simple scoring method, urgent performance issues compete with lower-value training requests.
What the tool does
Captures role context
Starts with the role, department, performance issue, and business outcome so the training plan is grounded in real work.
Scores skill gaps
Compares current ability against required ability across core workplace skills such as Excel, communication, systems, service, and process knowledge.
Builds a focused plan
Recommends priority training topics, format, and next steps based on the largest gaps and the highest business impact.
Training gap diagnostic
Training plan output
Enter the role context, adjust the skill ratings, then generate a focused training recommendation.
How recommendations are prioritized
| Signal | What it means | Recommended response |
|---|---|---|
| Large gap + high impact | The skill is blocking daily performance. | Build a short practical workshop with practice files, examples, and job aids. |
| Small gap + high impact | Staff are close, but need consistency. | Use coaching, quick reference guides, and targeted refreshers. |
| Large gap + low impact | The skill matters, but may not be urgent. | Add to a later learning path rather than leading with it. |
Why this belongs in the portfolio
Training specialist story
This demonstrates needs analysis, curriculum prioritization, performance support, and practical learning design.
Business analyst story
This shows the ability to translate messy operational pain into clear requirements, scoring logic, and an action plan.
Contact
Interested in practical training design, AI adoption support, or workflow improvement? Contact me at rodger_murray@outlook.com.