New to skill sets? Read How to build a competence set first.
Looking to track performance? See Competence sets reporting and insights.

Skill Sets in Cinode allow organisations to group skill 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 skill 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 Skill 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.
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​Skill Sets are often created based on:

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 Skill 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 Skill 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 Skill 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 Skill 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.

Skill 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.

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

Administrators are responsible for creating and maintaining Skill Sets.

They define:

Only administrators can modify the structure of Skill Sets.

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

They can:

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

They can:

Skill Sets can support several organisational scenarios.

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

The set may include a combination of:

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

Below are examples of commonly used Skill Sets, based on customer success stories:

You can use the Skill Set template below as inspiration when defining your own structure:
👉 Link to document > http://cinode.com/downloads/SkillSetTemplateForCinodeCustomers.xlsx

Skill 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.

Skill 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.