Cambridge
Academy
In London

Introduction

Capability development starts with a clear view of what the organization must be able to do, what skills it currently has, and where the gaps are. This practical program builds core skills in defining capabilities, assessing current maturity, mapping competencies by role, identifying skills gaps, and turning findings into a simple, prioritized development roadmap.

 

Course Objectives

• Define organizational capabilities and link them to strategy

• Build a simple capability map and assessment approach

• Assess current skills and capability maturity using practical tools

• Identify and prioritize skills gaps by role and unit

• Produce a capability development roadmap with measurable actions

 

Target Audience

• Organizational capability and talent development specialists

• HR business partners and workforce planning teams

• Department managers responsible for skills development

• Learning and development teams supporting upskilling programs

• Anyone involved in capability assessment and planning

 

Course Outlines

Day 1: Capability Basics and Strategic Alignment

• What “capability” means (vs roles, processes, competencies)

• Linking capabilities to strategic goals and services

• Capability domains and levels (basic structure)

• Defining scope: functions, departments, and priority roles

• Activity: Draft a high-level capability map (one page)

 

Day 2: Assessment Methods and Data Collection

• Assessment options: self-assessment, manager review, evidence-based

• Tools: surveys, interviews, workshops, document review

• Skill evidence sources: KPIs, performance reviews, certifications

• Rating scales and simple maturity levels (1–5)

• Workshop: Build an assessment toolkit (questions + rating guide)

 

Day 3: Competency and Role Mapping

• Identifying critical roles and critical skills

• Competency framework basics (knowledge, skills, behaviors)

• Proficiency levels and role profiles

• Creating a skills matrix by role/team

• Activity: Build role profiles and a skills matrix for one unit

 

Day 4: Gap Analysis and Prioritization

• Comparing “current vs required” proficiency

• Segmenting gaps: critical, important, development

• Prioritization matrix: impact vs urgency vs effort

• Root-cause basics: skill vs process vs resource issues

• Case study: Produce a gap analysis summary and priorities

 

Day 5: Roadmap, Interventions, and Measurement

• Selecting interventions: training, coaching, hiring, job redesign

• Building a 6–12 month capability roadmap

• Owners, timelines, and resource estimates (simple)

• Measuring progress: capability KPIs and review cadence

• Final project: Present a capability assessment + skills gap report and roadmap