In Snapper, you can define and adapt competence requirements for roles, employees, managers and departments – which gives great flexibility.

You can, for example, see how far the employee, team or department has come based on the number of competence and development initiatives that are associated, the status of completed requirements divided by total, mandatory, recommended and personal competence requirements.

One can define competence requirements;
Total: The user’s overall implementation of competence measures
Mandatory: Competence measures that are mandatory for a role the user is tagged with
Recommended: Competence measures that are recommended for a role the user is tagged with
Personal competence requirements: Competence measures assigned to the user by the immediate manager