Employee Certification Intelligence

  • 18 Feb 2024
  • By Andy Macleod
  • In News

How Knowing Your Workforce Capabilities Offers a Competitive Edge

A company’s greatest asset is its people. No matter what business you are in, the skills of the people you employ enable you to meet customer needs, develop new products, deliver services, and achieve your commercial goals. As a result, investing in people to help them acquire new skills is an important component of business strategy.

In the tech sector, in particular, a lot depends on having a workforce that is qualified in the different technologies your business works with. Vendors run comprehensive training programs and your team must demonstrate a level of competence before you can unlock the benefits of selling the tech in question.

But what about when your people move on, or new people join the business? Departing employees take their skills with them, and new joiners bring new capabilities. How do you track your corporate capability in a way that allows you to identify gaps, capitalize on new skills entering the business and plan for the future?

The answer is: not easily. In fact, in our experience, employers only have visibility of around 50% of their employees’ skills and professional certifications. This means they are making strategic planning decisions armed with only half the knowledge they need. If they are tracked at all, employee certifications tend to be recorded on an ad hoc, piecemeal basis, often in departmental spreadsheets. Keeping information up to date, achieving full visibility of the certifications and skills, and ensuring compliance with vendor requirements, is extremely difficult. Employees may be working hard to obtain new accreditations, but with no easy process for recording and reporting those achievements, the business cannot build on them. Similarly, a prospective employee’s CV may list a range of certifications that contribute to the decision to employ them in the first place, but if that CV goes no further and remains in a folder on the HR system, the rest of the business stays unaware of the new skills it can access.

Another challenge for HR teams is the sheer scale of certifications employees could potentially achieve. In the tech sector alone, there are more than 12,500 different vendor certifications available from the likes of Microsoft, AWS, Cisco, and IBM. Manually tracking all these and keeping records up to date when certifications expire is an enormous task, and it’s not surprising that companies often lack the resources to keep on top of it.

However, despite the difficulties, the benefits of having full visibility of employee skills and certifications are immense:

  • It allows organisations to track employees’ personal development and career progression and facilitate training when and where it is needed.
  • Provides early warning when the business has skills or competency gaps so these can be addressed.
  • Delivers visibility of high-performing skills areas that the company can leverage.
  • Enables the business to check it is compliant with the certification requirements of vendor partners and reduces the risk of falling out of compliance.
  • Provides full corporate capability data for strategic planning.

The last point is arguably the most important. Planning for the future without knowing what skills and competencies reside in the workforce is high risk. It prevents the business from identifying potential competitive advantages or, conversely, risks the business adopting a strategy that it doesn’t have the corporate skillset to deliver. This can cause significant problems for talent management teams when they suddenly need to plug skills gaps. If the skills in question are in short supply, recruitment costs typically rise, meaning fulfilling the business’s strategy suddenly becomes more expensive.

When organizations have a complete view of corporate capability, they can invest in the right areas to prevent skills gaps and reduce the cost of filling them at short notice.

A business that has access to complete data on which to base its strategic decisions will always be in a better position than one that has only half the information it needs.

Solving the employee certification visibility challenge

Vortex 6 has a long history of working with organizations that rely on the certifications of their employees to achieve strategic business outcomes. We realized that identifying, tracking, analyzing and reporting on certifications was a major headache for HR teams, sales teams, and service delivery teams. It was preventing businesses from making fully informed decisions about the future because they were only getting half the picture. Ultimately, it was costing the business in terms of opportunities and revenue.

We set out to solve this challenge and the result is V6 HR Director, a single platform for recording, monitoring, and reporting on employee certifications. It delivers the employee certification intelligence you need to plan strategically and insulate your organization against skills gaps.

V6 HR Director provides the intelligence and analysis companies need to establish whether they can deliver on their business plans. Its comprehensive reporting capabilities mean this data can be easily collated, analyzed and delivered to key business decision makers with just a few clicks, eliminating the administrative burden for HR teams.

V6 HR Director provides clean, real-time, secure and consolidated employee certification intelligence data that integrates seamlessly with HR information systems to deliver full visibility over the company’s workforce capabilities. The system can be configured to allow employees to enter new certifications achieved, with granular permission control so data is protected against unauthorized changes.

V6 HR Director really is a game-changer for businesses. Quick to set up, it starts delivering insight immediately so that, for the first time, companies can set strategic targets with full knowledge that their workforce has the skills and certifications to achieve them.

Want to know more about V6 HR Director? Contact @Andy Macleod today.


By Andy Macleod

VP Global Sales and Marketing at Vortex 6, Andy has decades of experience in technology and education and is passionate about its power to drive economic and social change.

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