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Skill Map: How to Use During Operations

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Creating a Skill Map is just the beginning. The key is to regularly update and use it while operating, which enables planned human resource development to take effect. This article introduces representative usage patterns with Dive.

For an overview of Skill Map, see Skill Map: What is it? / How to read Skill Marks.

Basic Operating Cycle

  1. Identify the skills that need development: It's effective to prioritize areas where gaps appear on your Skill Map
  2. Link related SOPs: If there are SOPs related to the target skills, link them from the skill definition. If not, record a video and create a new SOP
  3. Update skill levels regularly: Evaluate and update each user's skills on a regular basis, such as once per quarter

Data to Reference When Evaluating Level

You can review the following data for each user to help when updating levels.

  • Completion history of linked SOPs: You can also view quiz answer results
  • Manually entered training records: Entering information about actual work performed can serve as evaluation material. This can be entered by the user or administrator

Performance against the plan (manual training records and level changes) is visualized for each user.

Automatically Update Based on Course Completion, Qualifications, and SOP Performance

In addition to regular reviews, if you link training (courses) and qualifications to skills, daily completions and acquisitions are automatically reflected in the Skill Map. If you want to reduce the effort of manual evaluation, use this as your primary approach.

  1. For each skill, decide which courses should be completed to reach the target level and which qualifications prove you've reached the target level
  2. In the course's Skills gained and qualification's Qualifications that prove this skill (or from the skill's Courses where this skill is gained / Qualifications that prove this skill), configure with the target level
  3. From then on, the level will be updated each time a course is completed or qualification is earned. If you want someone to confirm before finalizing, switch Automatic evaluation to "Keep development records only"

Even if you haven't created courses or qualifications, you can raise the level based on linked SOP performance alone. If you set Target level on completing all for each skill, the level will increase for anyone who completes all linked SOPs (your team's common settings determine what counts as "complete"). Since linking SOPs becomes directly evaluation material, the "Link related SOPs" step above becomes more effective.

For detailed configuration steps, see Automatically update skill levels based on course completion, qualification achievement, and SOP performance.

Skills that are not linked (such as those based on field practice) are updated through regular evaluation as before. For settings and conditions, see Define team-common skills (Skill Map common settings).

Operating Tips

  • Start with gap visualization: Creating a development plan based on "missing skills" clarifies priorities
  • Build out your SOP library: The more SOPs you link, the more skill acquisition progresses through self-learning. Also use Link SOPs in bulk with AI
  • Identify people falling behind by skill: Select a skill in Skill Analysis, then filter by current level or development plan to identify people falling behind across groups. You can then handle development lead changes and communications in bulk. For details, see Check progress status across all groups by skill and follow up on development in bulk
  • Quarterly snapshots: Regularly Take snapshot of Skill Map quarterly to make it easy to review changes and meet audit requirements
  • Leverage team-common skills: If multiple groups use the same skills, defining them as team-common skills in common settings makes cross-team management easier

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