Competence model & skill overview
As people gain experience, their abilities grow too. Lianova’s dynamic competence model reflects that development: skills are grouped into competencies, and competencies are placed in domains. Lianova supports ongoing care of this structure, spots similar entries, and accounts for new abilities — so the model develops with the people in your organisation.
A skill describes a single ability and is the smallest building block of the competence model. Related skills are grouped into a competency. Several competencies sit within a broader domain.
So each ability stays visible on its own and still has a clear professional context. Life stations connect skills with the personal experiences they grow from.
Explore the competence model
Fictional example · Simplified view
Lianova checks new abilities and existing entries for their place in the competence model. Similar skills can be merged, distinct abilities separated, and names sharpened. The views below explain each function and the skill overview.
Fictional example · Simplified view
Fictional example · Simplified view
Curation proposals — review before applying
Fictional example · Simplified view
Curation proposals — review before applying
Fictional example · Simplified view
Curation proposals — review before applying
Fictional example · Simplified view
Curation proposals — review before applying
Fictional example · Simplified view
Curation proposals — review before applying
training materials
Lianova checks whether a captured ability already exists as a skill in the competence model. A matching existing entry can be reused. For an ability not yet recorded, Lianova creates a proposal to add and place it.
So the model grows with people’s abilities while existing terms stay shared.
Different names can describe the same ability. Lianova spots those overlaps and proposes merging the matching skills. Several entries become one shared skill with a single name.
That reduces duplicates and keeps the competence structure clear. Differing names can remain visible as alternative labels.
A single entry can contain several different abilities. Lianova can propose a split so those abilities are described and placed as distinct skills.
The split makes clearer which abilities an entry covers. Each resulting skill has its own meaning in the model.
Lianova checks the professional link between a skill and its parent competency. If another competency fits better, a new placement can be proposed.
The skill’s position in the model changes. The ability is placed where its professional context is clearest.
An entry treated as a competency may describe one concrete ability. Lianova can then propose placing it as a skill under a fitting competency.
That adjusts the level in the competence model. The change is about structure — not about how able a person is.
An entry treated as a skill may cover several distinct abilities. Placing it as a competency can then make sense, with the individual skills grouped underneath.
Lianova can flag that need as a proposal. That helps sharpen the line between single abilities and broader competencies.
A name should make clear which ability is meant. Lianova can propose sharper names for unclear skill entries.
Terms in the competence model become clearer and easier to tell apart.
The skill overview makes the competence model accessible. You see which skills belong to a competency and which domain that competency sits in.
Through search and navigation across levels you can find individual abilities and view their professional context.
Confirming an ability for your profile and curating the competence model are different steps. Changes to names or placement first affect the shared structure. How personal links are carried across merges, splits, or moves depends on the operation and is resolved in the product — not every confirmation stays unchanged.
Matching abilities are bundled under shared names. Precise names keep entries understandable and distinct.
New skills expand the model. So the competence structure can grow with the abilities of people in your organisation.
Competencies group related skills. Domains place competencies in broader professional areas.
Let’s discuss how Lianova places skills in a shared competence structure and develops the dynamic competence model with your organisation.
