Know Your Workforce.
Close the Gaps.
Train with Precision.

Most HR systems manage payroll, leave, and attendance. SkillPro is purpose-built for competency management — digitising DACUM skill profiles, running structured assessments, identifying the exact gap type per task (Knowledge, Skill, or Abilities), and recommending the right intervention. No other system in Malaysia does this at task level.

DACUM (Developing A Curriculum) is a globally recognised job analysis methodology. A certified consultant facilitates workshops with Subject Matter Experts to define Duties, Tasks, Knowledge, Skills & Abilities for each role with required proficiency levels 1–5. DACUM profiles are built for your organisation and your specific roles — not a generic template.

SkillPro identifies every gap by type. A Knowledge gap means the employee does not know — needs classroom training or e-learning. A Skill gap means they know but cannot perform consistently — needs OJT or supervised practice. An Abilities gap means behaviour is the barrier — needs coaching or counselling, not training. Sending the wrong person to the wrong intervention wastes time and money — and the gap remains.

Technically yes — but we strongly recommend against it. A qualified HR consultant must review and map your competency requirements before using SkillPro to ensure accurate, validated profiles. Inaccurate profiles lead to inaccurate gaps and wrong interventions. Our partner IIQEQ Resources PLT provides certified DACUM facilitation.

Phase 1 — from kickoff to go-live — takes 8 to 10 weeks covering system configuration, HRIS integration, profile loading, and go-live. DACUM profile development by your consultant runs in parallel and does not delay the technical implementation timeline.

SkillPro comes with multiple roles — e.g. HR Admin, Manager, and Employee — but the system can be configured to match your organisation's hierarchy and reporting structure. HR Admin has full organisation view. Manager sees own team only. Employee sees their own profile, gaps, and L&D plan. For larger organisations, roles can be extended to Department Head, Section Head, Team Lead and configured to reflect your actual approval hierarchy.

Yes. SkillPro integrates with SAP, HR2000, and most HRIS systems via scheduled nightly sync — pulling employee master data, org structure, and manager hierarchy automatically. No direct database access required — a CSV or API export is sufficient. New employees appear in SkillPro automatically the morning after joining SAP. LMS integration is available in Phase 1.

The Employee Category Matrix automatically categorises every employee based on competency coverage and abilities rating into four groups: Star Employee, Willing Learner, Talented Troublemaker, and Poor Performer. HR instantly knows who to promote, develop, counsel, or place on a PIP — based on data, not opinion.

Yes — in two ways. The Category Matrix surfaces Star Employees immediately as promotion candidates from assessment data. The Gap to Next Role feature shows exactly what Knowledge, Skills and Abilities need to be closed before an employee is ready for promotion. Full Succession Planning module is available in Phase 2.

SkillPro is a living system — not a one-time exercise. Assessment cycles are configured as annual, biannual, or continuous. Job profiles are updated directly as roles evolve. New employees are pulled in automatically from HRIS nightly sync. Competency data is always current — never more than one cycle old.