Qualification against Shortage of Skilled Staff

Combat Skills Shortage through Training & Qualification

A Strategy for Sustainable Business Success

The skills shortage is one of the greatest challenges facing companies worldwide. It is crucial to take targeted actions to attract and retain highly qualified professionals.

qualified staff


We explain how focused training and qualification measures aligned with the company's strategy can help manage the skills shortage. We outline early warning signs of a skills shortage within the company and how to counteract it through personnel development. Additionally, we discuss how learning paths can be adjusted to align with the company's development.

Furthermore, we will shed light on the importance of internal recruiting for talent acquisition within the organization. Internal recruiting is closely linked to qualifications and skills development, as it aims to harness and further develop the existing skills of employees to meet growing demands. The added value of Qualifications Management Software is undeniable. We explain which functions are particularly relevant for this purpose.

Signs of Looming Skills Shortage

Early recognition of a skills shortage is crucial to take timely measures. Companies should consistently monitor various indicators that could signal a skills shortage. These include:

vacant position



  • Fluctuation: High turnover in key positions can indicate a skills shortage.
  • Recruitment Challenges: When it becomes increasingly difficult to find qualified candidates for open positions, it should be seen as a warning sign.
  • Aging Workforce: If a significant portion of the workforce is nearing retirement, long-term shortages may arise.
  • Lack of Qualifications: The need for new qualifications and skills not currently present in the company can signal a skills shortage.

Qualification and Learning Paths as Countermeasures

Personal development plays a crucial role in addressing the skills shortage. We have compiled a series of steps and considerations related to employee qualification.

Of particular focus are qualification measures and the design of learning paths.

Qualification Measures

Qualification Measures are a key component in addressing the skills shortage. The integration of training and further education with the company's strategy requires a targeted and strategic approach:

  • Strategic Alignment: Qualification measures must align directly with the company's goals and priorities. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART criteria). Alignment with company objectives means that training is not just about knowledge transfer but aims to achieve tangible business results. This includes, for example, digital skills.
  • Needs Assessment: Before training is developed, a comprehensive needs analysis should be conducted. This may include identifying knowledge gaps, skill deficiencies, and bottlenecks in key areas. The analysis should also consider the current and future needs of the company. This should be done not only at the global level but also at the department and team levels. The needs analysis, for example, should be conducted in collaboration with leaders and employees to gain a clear understanding of the required qualifications.
  • Qualification Cascade: A systematic approach to qualification involves the introduction of a cascade model. This means that training builds on each other and provides a clear structure for skills and qualification development. Employees should be able to progress through different levels on their path to expertise.

Adjust Learning Paths

Developing individual learning paths for employees is a proactive approach to ensure that qualification measures take into account the individual needs and career goals of employees:


  • Skills and Strengths: Employees have different strengths and weaknesses. Individual learning paths should build upon these differences to ensure that training achieves the best possible results. This requires the identification of strengths and weaknesses, ideally in close collaboration with the employees themselves.
  • Career Goals: Learning paths should also consider employees' career goals. An employee working towards a leadership role may require different qualifications than someone who wants to remain in a specialized technical position. Therefore, learning paths should be individually tailored.
  • Regular Review and Updating: Company requirements change over time. Therefore, individual learning paths should be regularly reviewed and updated to ensure they keep pace with the evolving demands of the company.

The Importance of Internal Recruiting

Internal recruiting is an effective strategy for addressing the skills shortage within companies. It allows companies to tap into existing resources and competencies to combat the skills shortage without hiring new employees.



It enhances employee loyalty to the company and promotes the continuous development of the workforce. By combining internal recruiting with targeted training and qualification measures, companies can achieve long-term success and access a highly qualified talent pool.

Some key aspects of how companies can strategically employ internal recruiting include:

Talent Identification and Development: The key to internal recruiting is identifying potential and talent within the existing workforce. This involves assessing employees' skills, experiences, and ambitions. With the help of Qualifications Management Software (as previously described), companies can effectively identify these potentials and create targeted development plans.

Job Posting Processes and Internal Job Postings: Companies should utilize internal job postings to inform employees about open positions and encourage them to apply. This allows for a broader utilization of the internal talent pool and the filling of positions with qualified employees.

Training and Qualification Expansion: To prepare employees for higher positions and more challenging roles, companies should invest in targeted training and qualification measures. These programs can enhance employees' skills and qualifications, preparing them for future challenges.

Career Paths and Advancement Opportunities: Companies should develop and communicate clear career paths and advancement opportunities within the organization. This encourages employees to stay with the company long-term and continue to develop, rather than seeking external opportunities.

Mentoring and Coaching: The introduction of mentoring and coaching programs can promote talent development and retention. Experienced employees can mentor younger colleagues and help them develop their skills and qualifications.

Recognition and Reward: Companies should appropriately recognize and reward high-performing employees and career achievements. This may include financial incentives, promotions, recognition within the company, or other rewards.

Feedback and Evaluation: Regular feedback and performance evaluations are essential for promoting employee development and progress. This allows for monitoring and adjusting the effectiveness of internal recruiting measures.

Supportive Learning Technology

The use of learning technology and specialized Qualifications Management software plays a crucial role in addressing the skills shortage. These technologies provide efficient and scalable methods to organize, track, and deliver training and qualification measures.

We would like to highlight the significant benefits of Qualifications Management software.


Qualifications Management Software in Detail

Qualifications Management Software is specialized software specifically designed to manage qualifications, skills, and requirements in the context of job profiles and company strategy. Its specific functions and features include:

  1. Gap Analysis: This software conducts a comprehensive gap analysis to identify qualification gaps between the requirements of a specific job profile and an employee's existing qualifications. It compares the required skills and qualifications with the current competencies and generates detailed reports on the identified differences.

  2. Qualifications Compliance: The software continuously monitors compliance requirements, particularly in regulated industries. It detects certificate and qualification expiration dates and automatically notifies employees and management about necessary updates or recertifications.

  3. Linking Qualifications to Corporate Goals: It allows the integration of corporate goals and strategy into qualification profiles. The requirements stemming from corporate goals are added to individual qualification profiles to ensure that employees' qualifications support the company's strategic objectives.

  4. Automated Qualification Profile Updates: The software automatically updates employee qualification profiles when requirements for specific job profiles change. This is done in accordance with evolving laws, industry-specific regulations, or internal company policies.

  5. Individual Development Plans: The software, often in conjunction with a Learning Management System (LMS), enables the creation of individual development plans for employees based on identified qualification gaps and compliance requirements. These plans include clear steps and schedules for developing the required qualifications.

  6. Performance Tracking and Evaluation: The software allows tracking employees' progress in their qualification measures, including assessments, tests, and exams. Results can be captured and analyzed in real-time, making a tracking-capable e-learning platform beneficial.

  7. Integration with Other HR Systems: Qualifications Management software should seamlessly integrate with other HR systems. This enables better coordination of hiring, development plans, and employee evaluations. System integration provides significant added value for the overall digitalization level of the entire company.

Qualifications Management Software in Internal Recruiting Support

Qualifications Management Software plays a crucial role in supporting internal recruiting by enabling access to current data and analyses. Here are some ways in which this software fosters internal recruiting:

  1. Qualification Matching: By accessing comprehensive employee qualification data, the software can precisely search for individuals whose skills and qualifications match the requirements of open positions. This facilitates the identification of talents within the company that should be considered for promotion or career programs.

  2. Individual Development Plans: The software allows the creation of individual development plans for employees to align their skills and qualifications with the requirements of future positions. These plans serve as the foundation for internal recruiting, as they enable the targeted development of talents.

  3. Notifications and Recommendations: AI-based learning platforms can provide employees with personalized learning recommendations related to the company's strategic development. The system transfers updated qualifications to HR or internal recruiting software, making it easier to identify internal candidates suitable for promotion or participation in advancement programs.

  4. Real-time Analysis: The software offers real-time analyses of employee qualification levels. These analyses support internal recruiting by providing current insights into the availability of qualified candidates. This information can be transferred to the talent pool via interfaces, and training portals for managers always provide the right information.

  5. Closing Competency Gaps: Qualifications Management Software enables companies to identify specific qualification gaps and offer training or further education to fill these gaps. This strengthens the internal talent pool and eases internal recruiting.

  6. Integration with Applicant Tracking System: The software can be seamlessly integrated into a company's applicant tracking system to efficiently manage internal and external applications. This makes internal recruiting more transparent and better coordinated.

Overall, Qualifications Management Software contributes to making internal recruiting more effective and targeted by helping companies identify, develop, and strategically deploy talents within their own workforce. This promotes employee retention, reduces hiring costs, and strengthens the organization to effectively address the skills shortage.



Addressing the Skills Shortage through Qualification, Internal Recruitment, and Software

The skills shortage is one of the greatest challenges facing businesses worldwide. To address this issue and build a talented workforce, effective measures are required. This article has explored various aspects:

To address this issue and build a talented workforce, effective measures are required.



Qualification Path Qualification Path
  • Internal Recruiting Strategies: Internal recruiting is an effective method for addressing the skills shortage. It aims to identify and nurture existing talents and potentials within the organization. This includes establishing clear career paths, implementing mentoring programs, and recognizing achievements.
  • Role of Qualifications Management Software: Qualifications Management Software plays a pivotal role in managing employee qualifications and skills. It enables efficient needs analysis, the targeted development of individual learning paths, and the monitoring of compliance requirements.
  • Interplay of Qualifications Management and Recruiting Software: Integrating Qualifications Management Software into recruiting software significantly strengthens internal recruiting. The software identifies potential candidates based on their qualifications and provides recommendations for career development programs. This enhances the transparency and efficiency of the internal recruiting process.

Overall, the strategic integration of personnel development, internal recruiting, and modern software solutions is crucial to address the skills shortage.

Companies that purposefully invest in the qualification and development of their employees will be better positioned to manage competitive pressures and achieve sustainable success.


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