Skill Inventory systematically examines which skills, potentials and personality structures employees possess.


On the one hand, potential and knowledge carriers can be identified and classified in the company at an early stage.


On the other hand, Skill Inventory serves to find out which professional knowledge the employees have in future-relevant disciplines, whereby individual personnel development measures can be derived.


Your contact

Mitarbeiter-Portrait Bianka Dörr

Bianka Dörr

EMail: Bianka.Doerr@aws-institut.de

Phone: +49 681 93511-363

In a nutshell


The consortium around the project coordinator and initiator EastSideFab uses Skill Inventory to systematically examine the skills, potential and personality structures of employees and presents the results in a skills matrix. In particular, two questions are addressed: On the one hand, potential and knowledge carriers can be identified and classified in the company at an early stage. Accordingly, an upskilling process of the company’s own workforce in the context of digitalization is actively initiated and the future viability of the organization or company is ensured. On the other hand, Skill Inventory serves to find out what specialist knowledge employees have in future-relevant disciplines. Against the background of defined target profiles, individual personnel development measures are derived. Skill Inventory thus relates to the problem of job cuts in industry and, on the other hand, to the shortage of skilled workers in IT. In addition, Skill Inventory can also be used as an aptitude-diagnostic instrument in recruiting.


In order to be able to initiate targeted personnel development measures, it is first necessary to record the actual ACTUAL profile of the employee. For this purpose, the skills inventory is carried out using a qualified test procedure with the following dimensions: Algorithmic thinking, affinity for technology in the sense of awareness of topics from digitalization and Industry 4.0, specific technical knowledge, intrapreneurship, learning type. Individual question catalogs are developed for all test modules (in the hard skills area), whereby the questions can be categorized into 3 difficulty levels (easy, medium, difficult). The algorithm for all test modules (in the hard skills area) is developed using AI in such a way that it plays out the questions based on the difficulty levels and automatically adapts them to the test subjects’ skills. As soon as the ACTUAL profiles of the employees have been recorded, they are compared with the TARGET profiles. The resulting gap can now be closed by targeted personnel development measures. If, as a result, a corresponding further training course has been completed, the success of the measure can be evaluated by means of a re-test. If employees from various departments within the company have gone through the skills inventory, the resulting ACTUAL profiles can be combined into a skills matrix. With the help of this, it can be precisely recorded which skills are currently available in the company and who the corresponding high potentials are. If, for example, an interdisciplinary team is to be put together for a future project, employees can be selected who are best suited for this.

Initial situation


The digital changes and adaptations do not stop at the industrial sector and bring modernized work systems with them. This is changing work processes, especially in the manufacturing sector, which is resulting in a change in personnel requirements.

In the long run, this leads to a significantly lower demand for personnel in production and an increased demand for IT staff who can operate the high-tech machines and their software accordingly. More and more industrial companies are reporting job cuts and a transformation along a company’s individual technology roadmap.

Classification of knowledge
and potential carriers

internal retraining
lateral entrants: IT

The August-Wilhelm Scheer Institute develops the following components:

The August-Wilhelm Scheer Institute is primarily involved in the market analysis and needs assessment of companies’ digitalization profiles. In addition, a matching tool is being designed and developed that will provide digital high-potential employees with individual recommendations for learning formats.



The project Skill Inventory is funded by the Ministry of Economy, Innovation, Digital and Energy Saarland.
Duration: 01.05.2022 – 31.12.2022