Old question
How many people completed the program?
Use case
Skills Gap Analysis& L&D InvestmentIntelligence
From training delivered to capability developed
Most L&D dashboards measure activity:
- Training hours
- Number of learners
- Course completions
- Certifications achieved
- Training spend
- Attendance
Leadership needs a different answer: what capability did that investment create, and where should the next one go?
ProKnack shows the certifications and capabilities people hold today, so L&D can put the next program, budget and certification on the gap.
The ProKnack model
Instead of:
- Training
- Completion
- Report
L&D can work from:
- Business Strategy
- Required Capability
- Current Capability
- Gap
- Development
- Certification
- Readiness
Example
Illustrative numbers
A company needs stronger AI capability. The numbers might look like this:
| Capability | Required | Current | Gap |
|---|---|---|---|
| GenAI Fundamentals | 70% | 42% | 28% |
| Prompt Engineering | 50% | 21% | 29% |
| AI Application Development | 30% | 12% | 18% |
| Responsible AI | 80% | 56% | 24% |
L&D can put programs and certification spend on the largest gaps, instead of another generic campaign.
What this changes for L&D
Better question
How much of the required capability now exists within the organization?
Then L&D can show what capability exists, and decide what to fund, assign or stop.
What to act on
A capability view can include:
- Certification coverage
- Capability coverage
- Critical capability gaps
- Certification expiry exposure
- Development investment
- Business-unit readiness
- Capability growth over time
- Priority areas for future investment
Executive outcome
See the capability gap, then put the next L&D investment where it closes it.
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