Skill Developer: Best Practices

Unleash the Power of Learning with Skill Developer: Best Practices Guide

Learningbank's Skill Developer is your comprehensive suite for crafting robust skill-based learning journeys. Building upon the powerful Skill Assignment feature, Skill Developer empowers you to manage, track, and refine your training programs for maximum impact. This guide dives into best practices for leveraging Skill Developer to its full potential and achieve your learning goals.

This article dives deeper into using Skill Developer effectively. Did you know that Learner Journeys, shares some functionalities with Skill Developer? While Skill Developer excels at learning experience by offering a practical and easy-to-follow action plan, tailored for both the learner and their manager. It focuses on enabling measurable progress, fostering higher engagement, and ensuring mastery of skills, Learner Journeys shines in visualising the learning journeys for your employees. To learn more about how Learner Journeys can complement your Skill Developer experience, click here.

Before Creating Skills

  1. Define Clear Skill Names: Carefully craft skill names that accurately reflect the specific abilities or competencies you want to develop. Avoid using overly broad or generic terms that could lead to confusion. Instead, opt for clear, concise, and specific names that clearly convey the skill's essence.

  2. Establish Skill Categories: Organize skills into meaningful categories to group related skills together. This structured approach makes it easier for users to navigate the skill catalog, quickly locate the skills relevant to their roles or interests, and discover related skill sets. Consider creating categories based on job roles, departments, or industry-specific skills.

  3. Adopt Consistent Skill Ratings: Determine a rating system that aligns with your organization's skill development framework. We recommend adopting a five-star rating system with clear definitions for each rating level to ensure consistency and promote transparency in skill attainment assessments. Use descriptions such as:

    • Novice: Minimal experience or knowledge in the skill.

    • Beginner: Basic understanding and ability to perform tasks related to the skill with minimal guidance.

    • Intermediate: Solid understanding and ability to perform tasks with some level of independence and proficiency.

    • Advanced: In-depth understanding and strong ability to perform tasks with a high degree of independence and skill.

    • Expert: Mastery of the skill, with ability to train others and innovate within the field.

  4. Establish Skill Evaluation Guidelines: Develop clear and comprehensive guidelines for evaluating the level of skill mastery associated with each learning content. These guidelines should consider factors such as the depth of knowledge, practical application, and ability to apply skills in real-world scenarios. Ensure that evaluation criteria are consistent and aligned with the skill rating system.

  5. Consider Skill Prerequisites: For skills that build upon others, establish prerequisite relationships to ensure that users have acquired the necessary foundational knowledge before progressing to more advanced skills. This prevents users from attempting skills without the prerequisite skills and prevents them from feeling overwhelmed.

Mapping Your Landscape

  1. Content Categorisation: Start by meticulously mapping your entire learning content library. Categorise content into relevant areas like service, IT security, sales, and more. Think broad – learning encompasses diverse skillsets!

  2. Excel Your Spreadsheets: Utilise tools like Excel spreadsheets or mind maps to visualise these categories and their interconnections. This initial planning establishes a clear foundation for building effective learning journeys.

  3. Embrace Regular Reviews: Conduct periodic reviews of skill levels and corresponding learning materials. Adapt and update as needed to reflect evolving skill requirements and employee feedback.

  4. Leverage 1:1 Talks: Skill Developer empowers personalised skill discussions. Managers can identify skill gaps and suggest targeted learning paths during 1:1s, fostering development and motivation.

  5. Data-Driven Decisions: Utilise Skill Developer's reporting and analytics to measure the effectiveness of your training programs. Identify areas for improvement and adjust accordingly for continuous optimisation.


  • Skill Developer is a powerful tool, but its success hinges on clear planning and ongoing refinement.

  • Prioritise employee learning journeys, ensuring natural skill progression through well-curated content.

  • Leverage recurring content and data-driven insights to maintain skill validity and program effectiveness.

By following these best practices, you can unlock the full potential of Skill Developer and empower your employees to excel in their skill development journey. Start building impactful learning programs today!