We are really pleased to present the further development of role- and skill-based planning in Can Do. The topic has been discussed intensively in numerous conversations with customers - largely initiated by one of our major customers. The response we are already receiving to this enhancement clearly shows how relevant structured planning with roles and skills is for many companies today.

As a manufacturer of standard software, we only expand our standard when there is a clear need in the market and many of our customers will benefit from it. This was exactly the case here.

After all, planning with roles and skills has long been a decisive success factor. Project ideas are assigned the required roles and skills at an early stage. The skills required to implement a project are defined at the initiation stage. This creates transparency: Are these skills generally available in the company? Is there sufficient capacity - today and in the future?

What we have now done is to consistently expand and structurally develop this proven principle. This makes role and skill-based planning even clearer, more transparent and strategically usable throughout project and resource management.

For which companies is this approach particularly useful?

Role and skill-based planning is particularly relevant for larger, multi-site organizations - especially where projects are implemented digitally or remotely. In companies with many locations, comparable roles and skills are often available, but the actual availability is often only known locally. By planning with Can Do, the capacity check can be extended to individual areas or the entire company. This gives project initiators transparency as to whether sufficient capacity is available for certain roles or skills - and includes the entire skills pool in the planning.

Systematically manage long-term personnel development

Projects are often planned for the medium and long term. Requirements for roles and skills can be defined in Can Do at project, phase or work package level. The software shows in real time whether sufficient capacity is available at the planned time. If bottlenecks become apparent - also with a view to future periods - targeted measures can be derived: Further training, knowledge building or early recruitment.

In this way, the development of skills is systematically aligned with planned requirements.

More transparency for managers

Role and skill-based planning creates clear, comparable requirements. Instead of vague descriptions, roles and skills are clearly defined - including possible skill levels. Managers recognize which skills are in particularly high demand and where there is a need for action. Decisions on personnel measures or further training are therefore based on reliable data instead of subjective assessments.

Recognize risks at an early stage

In every company, there are critical skills that are only covered by a few people. These dependencies represent a risk. By planning with roles and skills, such constellations can be systematically identified. It becomes clear which skills are only available to a limited extent and where knowledge should be more broadly anchored. The targeted use of external service providers also becomes more transparent: Requirements can be clearly defined and dependencies identified at an early stage.

AI-supported analysis and heat map

If there is not enough capacity available during planning, Can Do's AI assesses the risk contextually according to urgency.

Analyses can also be carried out at project, portfolio or company level. The heat map shows which roles or skills lead to bottlenecks particularly frequently.

The result is a data-based foundation for strategic personnel and capacity decisions.

1 Skill-Kategorien dienen der Struktur und Orientierung und sollten übersichtlich, logisch und regelmäßig gepflegt sein.

2 Ein Skill benötigt nur wenige Pflichtangaben, kann jedoch durch zusätzliche Felder fachlich präzise beschrieben, ausgewertet und langfristig nutzbar gemacht werden.

3 Skill-Level ergänzen Skills um eine qualitative Abstufung und machen fachliche Anforderungen präzise, vergleichbar und transparent.

4 Ein Genehmigungsprozess stellt sicher, dass Skills und Rollen transparent, abgestimmt und mit hoher Akzeptanz vergeben werden.

5 Übersicht von geplanten Skill-Anfragen

6 Mitarbeitende können Kommentare hinzufügen, der dem Vorgesetzten oder der Personalabteilung zusätzliche fachliche Erläuterungen liefert.

7 Die Abteilungsverwaltungs-App bietet Führungskräften eine zentrale und transparente Übersicht über Skills, Mitarbeitende und offene Anforderungen.

8 Die Planung mit Skills und Rollen nutzt virtuelle Ressourcen als Platzhalter, analysiert im Hintergrund die reale Verfügbarkeit geeigneter Personen und macht Kapazitätsrisiken in Echtzeit sichtbar.

9 Die KI von Can Do bewertet Kapazitätsrisiken nicht nur mathematisch, sondern ordnet sie kontextbezogen nach Dringlichkeit ein.

10 Die KI-gestützte Heatmap zeigt auf Projekt-, Portfolio- oder Unternehmensebene, welche Skills oder Rollen die größten Engpässe verursachen.

11 Auch ohne direkte Personenzuordnung erzeugt die Planung mit Skills und Rollen eine belastbare Kapazitätssicht, die in allen Analyse- und Kapazitäts-Apps von Can Do ausgewertet werden kann.

Conclusion

Role and skill-based planning combines flexible project initiation with a realistic capacity check.

It creates transparency about existing skills, supports long-term personnel development and helps to identify risks at an early stage - before they become critical in the course of the project.

💬 Are you already a customer and interested in the topic?
Or are you not yet using Can Do and would like to find out more?

Then please send an e-mail to cando@can-do.de or contact Ariane Becker directly (ariane.becker@can-do.de).
We look forward to hearing from you.