Define the skills
Structure observable skills and behaviors required by the work using the organization’s language.
From Skills and Competencies to Personalized Development
Start by defining the required skill set, then connect competencies, roles and curricula in one development architecture.
Competency management software connects skill sets, role expectations and curricula in a shared structure. Qulak AI helps organizations prepare their defined skill and competency relationships and review the difference between current and target levels.
QULAK AIPersonalized development architecture
Each link informs the next, creating a shared skills and learning model instead of disconnected tools.
01Skill set
02Competency
03Role
04Curriculum
05Program
ARCHITECTURE
Connect skills, competencies, and roles in one development architecture
If competency models, positions and course catalogs are created independently, assessment findings become harder to turn into action.
Connect competencies and roles
Group skills under competencies and map expected proficiency levels to roles.
Build curricula and programs
Plan learning objectives, resources and practice steps required for each role.
BLOOM’S TAXONOMY
Label learning objectives by Bloom’s taxonomy
Qulak AI can help relate organization-defined objectives to Bloom’s taxonomy levels. Labels can be reviewed by experts and used in learning design.
Remember and understand
Distinguish objectives focused on foundational concepts and process knowledge.
Apply and analyze
Structure objectives for applying knowledge, recognizing patterns and analyzing situations.
Evaluate and create
Make objectives for judgment, solution design and new outputs visible.
END-TO-END WORKFLOW
Link reviewed needs to training and practice
Move from the difference between target-role expectations and current capability to a learning plan:
Role and level expectations
The organization defines required competencies and target levels for the role.
Adaptive assessment
Questions and tasks are used to assess the person’s knowledge and skill level.
Development areas
Findings are compared with competency goals to identify potential needs for review.
Personal program
Reviewed needs can be linked to training, practice tasks and follow-up.
HUMAN REVIEW AND ORGANIZATIONAL CONTROL
Organization experts define and review the model
AI does not own the skill definition or role expectation. Organization experts approve the skill vocabulary, competency framework, target levels and development decisions.
• Define roles and performance expectations with internal experts.
• Review Bloom labels in the context of each learning objective.
• Do not use an assessment result alone as an employment decision.
Qulak AI Solutions
Explore AI capabilities that connect competency models, content creation, assessment and personalized development.
Explore solutionAdaptive Assessment and Development
Relate assessment findings to target competencies and individual development steps.
Explore solutionCurriculum and Content from Sources
Turn PDFs, presentations and digital books the organization may use into learning drafts.
Explore solutionFAQ
About competency and development architecture
Where should an organization start when building a development system?
First define the skills required by strategic goals and roles. Connect skills to competencies and roles to target levels; then align curricula and programs to that structure.
How is Bloom’s taxonomy used in this process?
Learning objectives can be labeled by cognitive levels such as remember, understand, apply, analyze, evaluate and create. AI-generated labels should be reviewed by experts.
How are assessment findings connected to a personalized program?
Assessment findings can be compared with role competency targets. Needs reviewed by experts can then be linked to learning and practice steps.
Build a competency architecture for your organization
Discuss how your existing skill model, roles and programs can be connected in Qulak.
Request a Competency Development Demo