Gamfi for HR · Module
A system where a skills gap turns straight into an assigned training path
The Gamfi platform keeps the skills requirements for every role in the same place as the job profile and training. A gap gets an assigned training path straight away, and closing it is confirmed by a passed, dated test, not the manager's opinion.
How it works
From role requirements to a closed gap – one process instead of a spreadsheet, a once-a-year conversation, and uncertainty about whether someone can actually do it.
- 1
You describe role requirements
Skills and level assigned to the job profile, in the same structure as the rest of the platform.
- 2
You see gaps across the organisation
Where skills are missing today, and where they will be missing after planned departures or promotions – by person, team and role.
- 3
A gap becomes a training path
The system assigns specific training with a deadline, in the same place where the gap was spotted.
- 4
A test confirms the gap is closed
The skill level in the profile rises once a test is passed, dated and recorded in the training system.
More, because it is one system
When you compare skills management systems, the same pattern keeps coming back: the matrix sits apart from the company structure and from training, so it goes stale after six months.
The role profile sits on the structure you already have
The market sells the skills matrix as a separate module that you have to sync manually with your own position structure. In Gamfi, skills requirements sit on the same job profile as the rest of the platform – job family, level, location.
A gap gets assigned training straight away
Skills specialists stop at the recommendation “send this person on training X” and leave it there. In Gamfi, a gap goes straight into the same training and test engine the rest of the organisation uses – the path starts in the same place the gap was spotted.
A test confirms the level, not a conversation
Most of the market bases the skill level on self-assessment and manager assessment, so the matrix goes stale. In Gamfi, the level is backed by a passed, dated test – the same mechanism that confirms mandatory training today.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Everything is built on the same role and training structure as the rest of the platform – that is why the matrix does not go stale after six months.
Skills model and assessment
- Role profile with required skillsin the same structure as the rest of the platform – job family, level, position
- Employee self-assessment against role requirementsa starting point for the conversation, not the final result
- Skills assessment by the managera separate, comparable result alongside the self-assessment
- Level confirmed by a passed testa dated certificate goes into the skills profile
- Skills gap reportby person, team and role
- Skills matrix kept up to dateupdates together with test and training results
Career paths and development
- Visual career path between positionsyou can see what is missing for the next role
- Promotion criteria recorded against the role profilethe employee sees them before asking for a promotion
- Individual development plan with a deadlinetasks and training assigned to a specific date
- A gap turned into an assigned training paththe same training and test engine, in the same system
- Development conversations built into 1:1 meetingsthe date lands in a Google or Microsoft calendar, just like the rest of Gamfi's meetings
Sukcesja
- Positions critical to running the companyflagged explicitly, not assumed by default
- Successors with a readiness assessmentready now, in a year, or further out
- Talent review on a 9-box gridreview results plotted against potential, with group calibration
- Successor readiness confirmed by a test and a dateyou can see whether gaps are closed; team turnover signals are covered in the Retention module
Data and integration
- Integration with your HR systemposition structure and assessment results; API designed for integration, plus file import to get started
- Link to the register of permissions and certificatesyou keep the register itself in the Compliance module
Common questions
Open the one that applies to you.
Do we have to build role profiles from scratch, or can we use what we already have in Gamfi?
You use what you already have. The structure of roles, levels and job profiles already works in Gamfi today, and you add skills requirements to the same profile instead of building a separate model from scratch.
We have not documented our skills yet. Where do we start?
From one job family, not the whole company. You describe requirements for the roles that employ the most people or hurt the most, and use them to test whether the model holds up. You add more job families later, using what the pilot taught you.
How do you know an employee really has a skill, rather than just claiming it?
The skill level is confirmed by a passed test or a dated certificate from the training system. Self-assessment and manager assessment remain the starting point for the conversation, but the final level rests on evidence from the system.
Will the skills matrix stay current after six months, or does it need refreshing by hand?
The skill level updates together with passed tests and completed training, because the matrix sits on the same structure as the rest of the platform, not in a separate spreadsheet.
Will we see pay ranges here for promotions?
No – you see the skills criteria for promotion in this module, while pay ranges and pay transparency are in the Compliance module.
Will this replace our HR and payroll system?
It does not have to. Skills and Career Paths works alongside your HR system – we exchange the position structure and assessment results through an API and file import, so records stay where they are today.
What determines the price?
A few factors affect the price: number of people covered by the module, number of roles described and the scale of the organisation. We are happy to go through the details on a call and in further contact.
For your IT team
The shortest version of the answer for your security and integration team.
- We set up integration with your HR and payroll system as part of the rollout; to start, data comes in through file import
- Company login (SSO), automatic accounts (SCIM), role-based access control
- Immutable event log, data hosted in the EU
- AI suggestions are a prompt for a person, not a system decision – the manager makes the HR decision