Skills gap Analysis Tool

We assist you with a Personal Development Plan and your career

Succession Planning

PCiBS requires each student to complete a competency assessment, which is revisited throughout their learning journey. Lecturers assign relevant competencies via the LMS and these are reflected in a student’s final assessment. This competency record supports job interviews and ongoing professional development.

With many professionals approaching retirement, succession planning is essential. It helps organizations identify current talent, predict future gaps, and align development strategies with business needs.

Succession planning is an ongoing process. It supports talent retention, facilitates knowledge transfer, and helps build strong pipelines of future-ready professionals.

A successful plan is supported by HR functions such as Learning and Development, Recruitment and Selection, and Performance Management. These systems work together to strengthen internal capabilities, prepare future leaders, and ensure continuity of critical roles.

Talent Analysis and Individual Development Plans

As part of career development at PCiBS, each student undergoes a competency self-assessment using our online tool. This assessment is revisited during the academic journey and updated as progress is made.

During their development, students work with lecturers who assign competencies and align them with study outcomes. These assessments are reflected in their final reports and can be used to prepare for interviews or future roles.

We conduct a gap analysis to identify areas of development in terms of skills, knowledge, and specific competencies. Priorities are based on job requirements and performance. High-potential individuals are placed on accelerated development plans that may include:

Hands-on projects
Job rotations
Secondments or temporary assignments

@PCiBS we use this targeted approach to ensure students and future professionals receive practical development aligned with real industry needs.

Competency Design and Organisational Change

PCiBS recognises that organisational performance and change go hand in hand. When navigating change, it is critical to assess not only individual performance but also the broader context, including:

Company structure
Systems and policies
Organisational climate
Individual and team performance

Each student undergoes a job-specific self-assessment. This is followed by an expert assessment to validate the results and align them with the competencies defined in the job description. If a gap is identified, we design a targeted development plan with appropriate training to close those gaps.

Key Elements in the Change Process:

Approach to Change Factors	Detail
Sub-systems are interdependent	Changes made to one area of the business must consider their impact on other parts. Isolated changes lead to sub-optimal outcomes.
Training	On its own, training is insufficient to drive organisational change. It must be integrated with broader strategies that include systems-level change.
Workforce Talent	Success requires tapping into the talent of your workforce. This often involves shifting norms, updating reward systems, and aligning work structures to strategic goals.

Competency design at PCiBS ensures that both the individual and the organisation grow together. We integrate personal development with broader transformation goals to ensure sustained performance and long-term success.

Where can I find a proper individual development tool? Right here with us!