The skills finder

MyAiP Skills is a powerful tool able to:

Analyze your People present and future skills in a few minutes;
Collect tactical data in a single employee card;
Generate an unbiased ranking of internal talents according to your key research.

In a modern market having better human resources is a key factor in a company's competitiveness.
MyAiP Skills is the application able to link, integrate and reprocess - through advanced search algorithms - structured data within different business systems.
It is a product that is suitable for medium to large companies and allows complex searches oriented to the skills of employees.
It includes also a new real-time reporting tool that dynamically groups and categorizes employees’ data.

Know your employees

Quickly access to the skills and experience of employees;
Effectively allocate resources on different activities and jobs;
Plan people's growth based also on future skills;
Quickly detect risks and opportunities (e.g. ,people retiring and be replaced with appropriate figures);
Have greater control over the training needs of employees;
Having a single repository in which to find all the information about the company's employees, allowing a focus on talent management.

MyAiP Skills Highlights

Analyzes andstores employees’ data intelligently.
Allows assessment of employee's talents also with a view to future professional development.
Allows complex skill-oriented audits (current and future)
Detailed Single Employee Card, containing all the information about each employee (including skills) generated from all the information scattered in different company systems (SAP, DB,Excel, etc.) by presenting it in a single centralized system. The info displayed is different depending on the role of the person viewing it.
Seamlessly integrated with SAP

Advantages

Ability to configure soft skills according to the needs of the company, and assign a "value" and "weight".
Creation of searches on candidate's hard and soft skills, based on HR Manager's directives, thanks to three search modes [1. Simple search, through manual entry of parameters - 2. Complex search, through a preset list of technical details (hard skills) - 3. Soft skill search, deducing the presence of soft skills within CVs, through analysis of professional experience, education, hobbies, etc.].
Missing or contradictory information is reported to HR by the system allowing manual completion and/or sending a request for completion to the candidate, either by notification or by sending a direct link to the chatbot built into the system that provides support and guidance in the candidate's compilation of the missing data.
Search results are presented according to the degree to which they match the position.

Use Case¹

Use Case:
Complex searches

A new position opens within the company for a sales manager in Vercelli with a degree in marketing and team coaching experience.
The HR officer starts the search on people residing in the area, who has the required skills in terms of education, skills, etc.
The "Search" function allows for a so-called "complex" search that skims candidates down to a result that is as close as possible to the required characteristics.
Using Skill Analyzer's "Search" function, the HR officer can select requirements that allow the system to filter the search for employees whose profile comes close to the desired one.
The HR officer then enters filters for each section of the search (biographical data, address, education, skills, previous experience, etc.) and, by matching with the Single Employee Cards, the system finds those employees who have the characteristics sought (i.e., resident in Vercelli and surrounding area, marketing graduate, and experienced in team coaching).

Use Case²

Future Searches

The HR officer is told that Mario Rossi, an engineer and site manager with experience on Autocad, is retiring in two years. His manager then needs to replace him with a similar or one who can acquire Mario Rossi's knowledge in a short time.
The HR officer then uses Skill Analyzer's "future search" feature to select a resource well in advance who can replace Mario Rossi.
He or she selects the skill(s) to filter the search and has at least 2 years' experience on that skill(s). Then set the future search (tick selection) and time interval ( in this case at least one year before Mario Rossi's retirement).
At this point, HR launches the search, and the system results in employees with the required characteristics, or closest to those characteristics.
In this way, HR knows what gaps, if any, need to be filled with respect to Mario Rossi's skills and arrange for possible upgrades (training courses, certifications, shadowing, etc.) for the resource that may replace him.