Connect competence management to the whole People agenda
MaturityHR brings competence management, People process development, and your organization's values into one shared view. Bring different perspectives into the discussion, prioritize development initiatives, and follow how your practices change over time.
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Enlarge imageA shared picture you can work with
See where competence management stands, keep your values in view and connect the discussion to development initiatives. Explore the product using a fictional organization.
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Enlarge imageCompetence management is a broad whole, and that is exactly the problem
If you work with competence and learning management, these are probably familiar:
Its many dimensions are hard to explain to anyone who does not work with the topic.
It is hard to know which sub-area to start developing first, and what else to consider at the same time.
A shared picture of your organization's situation, and of how different functions see it, is hard to get.
Reporting on the whole and on development initiatives is hard.
Strategic priorities are often presented from the leadership level as single bullet points with high-level goals. The responsibility for execution lands on HR, which answers upward to leadership and at the same time communicates downward to employees. Agreeing on success metrics can be difficult, and a shared view of success is hard to reach and hard to communicate onward.
In competence management, everything connects to everything
MaturityHR is a management tool for competence and learning management that breaks the big whole into smaller sub-areas. It helps you reach and maintain a shared overall picture: what belongs to competence and learning management, and what is worth considering when you start changing one part of it.
With MaturityHR you measure the state of competence management in every sub-area from three perspectives. You bring the views of different employee groups into sight and see where they differ. You create development initiatives and see how they affect the whole. You also see how your organization's values are realized in competence and learning management.
Bring competence management into one continuous view
Many teams already track competence management skillfully in Excel, PowerPoint, their own AI-assisted tools, or a consultant report. These give a valuable picture of where you stand right now. MaturityHR builds on that with continuity: the same framework every time, history and trends saved automatically, the views of every role across the organization gathered into one picture, and data kept in the EU under your own control. Your operating picture stays current and shareable without rebuilding presentations by hand.
Maturity, initiatives, and role differences in one view
Levels visible at a glance
6 competence management process areas and 24 sub-areas, each rated on three dimensions: operational, experiential, and impact. Every score is shown as a number and a level color, and each area card carries its overall level and level band right on the dashboard. Maturity is rated on a 1-10 scale; results fall into five levels: Initial, Developing, Defined, Advanced, Optimized.
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Follow development initiatives
Keep initiatives alongside your development history. See what was underway when your assessments changed.
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Role-based tension detection
Executives, HR, managers, and specialists rate the same items from their own perspective. The tool automatically flags divergent views, high variance, and executive blind spots.
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Assessment rounds via invite link
Create a project, share a link, participants respond by role. Assessors respond without accounts and without spreadsheets.
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Your own metrics
144 built-in signals as examples, plus your organization's own metrics. Enterprise tier customizes sub-areas and themes.
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Reports and history
Export reports as PDF or share them via a view link. The full measurement history with trend lines; the leadership view stays current without slide-deck work.
Your data stays under your control
Data is isolated per organization within the EU. You can export your organization's data as a machine-readable file and delete your own information. Shared reports show only the sections you choose, without comments or respondent details, and the link can be revoked at any time.
Three steps to continuous tracking
Create an account and run a baseline assessment
Sign up, invite your assessors, and complete the first maturity assessment. The baseline is saved as your point of comparison.
Log your development initiatives
Attach ongoing initiatives to the sub-areas they are supposed to affect.
Track and steer
Repeat the assessment on an agreed cadence. Trends, tensions, and initiatives show up on the dashboard. Prioritize your next moves based on data.
Who MaturityHR is built for
HR leader
Show the executive team where competence work stands and what is being developed next.
CEO
See how development is progressing and where perspectives differ.
Development and people leadership
Keep priorities, initiatives, and follow-up in the same working view.
L&D consultant
Support multiple clients with one tool: run assessments, track initiatives and report as the admin of each client organization, switching between clients in one account.
Frequently asked questions
MaturityHR, a custom build, or your current tools? Compare the options
What MaturityHR is not
So expectations are right from the start: MaturityHR is not a learning management system (LMS), an HR system (HRIS), or an individual skills matrix. It does not deliver or track courses, manage individual employees, or do the development work for you. It makes competence management processes visible and measurable, and you take the actions yourself.
Visible, prioritized, and trackable
Visibility: strategy execution and competence work become visible and measurable.
Direction: a scattered whole becomes a prioritized list of next steps.
Progress: return to earlier assessments and follow changes over time.
Questions about competence management
Three practical answers, and a short guide that ties them together. Start here if you are deciding how to measure, compare or explain the work.
Competence management guide
Process areas, maturity, measurement and how development work stays visible.
What is a competence management maturity model?
Five levels, a 1-10 scale and three dimensions for reading a shared picture.
How do you measure competence management?
Same framework, several roles, enough respondents, then a decision you can revisit.
Skills mapping vs. competence management
An inventory of people is useful. It does not replace a process you can follow.
What brings you here?
A shared competence-management picture for HR and leadership
Bring different perspectives on competence management into one discussion, prioritize development work and keep progress visible with MaturityHR.
Keep organizational values present in development work
Bring your organization's values into competence-management discussions and keep development initiatives and assessment history in view with MaturityHR.
Start competence-management development with a small team
Begin a focused MaturityHR trial with the perspectives you have. Build a first shared picture, choose a development initiative and understand the limits of a small group.
Turn competence management into a trackable process
Start your free trial today. Baseline assessment done within the same day, and the first data points that make your work easier as soon as you start measuring and tracking development initiatives.
The information you provide when creating an account is not used for marketing.