Structure competencies using skills, courses, and certifications

Competence Sets in Cinode allow organisations to group competencies into structured collections that define expectations for roles, learning paths, or areas of expertise. They help create a consistent framework for competency development across the organisation.

A Competence Set can include skills, courses, and certifications, depending on how your organisation uses Cinode. This allows organisations to start by structuring competencies with skills and optionally expand the framework with training and certification requirements.

A Competence Set is a container where different types of competencies can be organised. These components are managed in different areas of Cinode but can be combined within the same set.

Skills represent the core competencies used across profiles, CVs, and reporting.

Examples of skills include:

Skills are used to describe what a person knows or is experienced in. Within a Competence Set, skills help define the knowledge or capability expected for a role or expertise area.

Skills can also include proficiency levels, which makes it possible to analyse competency coverage and average skill levels across the organisation.
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​Understand skills level grading in Cinode.
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Many organisations start by structuring their Competence Sets using skills only.

Courses represent learning activities that help users develop specific competencies.

Examples include:

Courses are managed through the Company Training functionality in Cinode. When courses are added to a Competence Set, they can be used to define recommended or required learning activities connected to a competency framework.

This makes it easier to connect skills development with concrete learning resources.

Certifications represent formal qualifications that validate a specific competency.

Examples include:

Certifications are managed through Certification management in Cinode. When added to a Competence Set, they help organisations define formal competency requirements for specific roles or expertise areas.

This is particularly useful for organisations working with vendor certifications or regulated professional standards.

Competence Sets help organisations structure competencies in a way that supports both operational and strategic needs.

They make it easier to:

By organising competencies in sets, organisations gain a clearer overview of their internal capability and development needs.

Competence Sets are used by administrators, managers, and employees across the organisation.

Administrators are responsible for creating and maintaining Competence Sets.

They define:

Only administrators can modify the structure of Competence Sets.

Managers use Competence Sets to understand organisational competencies and development needs.

They can:

Employees and subcontractors use Competence Sets to structure and develop their own competency profiles.

They can:

Competence Sets can support several organisational scenarios.

A Competence Set can describe the competencies expected for roles such as:

The set may include a combination of:

Users can add these competencies to their profile or growth plan when working towards a specific role.

Competence Sets can also be used in Growth Plans to define structured learning journeys.

A learning path may include:

This helps employees and managers track progress toward a defined competency goal.

Competence Sets can also structure competencies based on:

This ensures competencies are defined consistently across the organisation.

Administrators create and manage Competence Sets in the administration area.

To create a Competence Set:

You can structure sets with multiple categories and add as many competencies as required.

Existing sets can also be duplicated and reused, making it easier to build new competency frameworks.

Competence Sets can be analysed through reporting views that provide insights into competency coverage and development progress.

Reports help managers and administrators understand how well employees and subcontractors match defined competency frameworks.

You can access the report here:

Reports → Competencies → Competence Sets

Choose the competence set to view.

The Competence Sets report includes several analytical views.

Shows how many users have completed all competencies within a set, including skills, certifications, and courses.

Displays how many users:

This provides a clear overview of organisational competency coverage.

Identifies which competencies are most commonly missing across users.

This helps organisations prioritise training and development initiatives.

Provides detailed insight into each user’s progress, including:

Competence Sets replace the previous Skill Sets feature in Cinode.

Existing Skill Sets are automatically migrated and can continue to be used in the same way. Organisations can also expand these structures by adding courses and certifications if they use the relevant training and certification functionality.

Competence Sets provide a flexible way to structure competencies across your organisation.

They allow organisations to organise and analyse competencies using:

By bringing these elements together, organisations can define clear expectations for roles, support structured learning paths, and maintain a consistent competency framework across teams.