Know the skills you have.
Plan the workforce you need.
PeopleIQ SA helps HR leaders identify skills gaps, critical role risks, succession gaps and future workforce needs before they become business problems.
Move beyond static employee records. Understand whether your organisation has the skills, successors and workforce capacity needed for future growth.
Skills & Workforce Intelligence Dashboard
Skills Coverage
76%
+4% this quarter
Critical Skills Gaps
14
3 new this month
Roles Without Successors
8
Down from 11
Promotion Ready
3
Evaluated this week
Training Priorities
6
SETA-aligned
Workforce Risk Score
Medium
Improving
Skills Coverage by Department
2 critical gapsAI Readiness
68%
Future Coverage
74%
Workforce Risk
Medium
Most companies only discover skills gaps
when it is too late.
Skills data is scattered, succession plans don't exist, and HR cannot prove whether the organisation is ready for growth.
Critical employees leave without a successor
When a key person resigns, companies realise there is no one ready to fill the role.
Training is reactive, not strategic
Training budgets are spent on whatever is trending not what the business actually needs.
Skills data is hidden in CVs and spreadsheets
Skills information exists but is scattered across documents that are never updated.
HR cannot prove workforce readiness
Executives ask whether the company is ready for expansion HR cannot easily answer.
Single points of failure everywhere
Critical roles have one person with no backup, creating operational continuity risk.
Recruitment happens urgently, not planned
Without workforce forecasting, recruitment is always reactive and expensive.
Training spend not aligned to BEE priorities
Skills development spending happens without linking it to BEE scorecard requirements.
A complete view of workforce capability
PeopleIQ SA gives HR and executives a live dashboard showing exactly where your skills stand and what's at risk.
847
Total Skills Captured
14
Critical Skills Gaps
62%
Succession Readiness
68%
AI Readiness Score
Skills Coverage by Department
See exactly which departments are skills-strong and which are at risk by skill category and proficiency level.
Skills Gap Heatmap
Visual heatmap showing gap severity across roles and departments so you see the full risk picture instantly.
Succession Readiness
Track succession pipeline health for every critical role with readiness scores and development timelines.
Training Priority Distribution
Ranked list of training priorities based on gap severity, business impact and BEE Skills Development benefit.
Workforce Demand Forecast
Model expected headcount requirements 12–24 months ahead based on company growth, turnover and expansion plans.
See every employee's skills in one clear matrix.
From Advanced Excel to Labour Relations, Power BI, Health & Safety, AI Tools and Leadership capability PeopleIQ SA gives you a structured view of workforce capability.
Skills Matrix Finance Department
6 employees · 12 skills tracked
| Skill | T.D | N.M | L.K | S.P | A.V | R.N |
|---|---|---|---|---|---|---|
| Power BI | B | ✗ | ✗ | ✗ | I | ✗ |
| Excel Advanced | A | I | B | I | A | B |
| Financial Analysis | A | A | I | B | I | I |
| Labour Relations | I | B | B | ✗ | B | B |
| AI Tools | B | ✗ | B | ✗ | I | ✗ |
Skills Gap Analysis Finance
Required vs actual skills proficiency
Power BI Reporting
5 employees affected
Recommended: Power BI training course · Recruitment may be required
AI & Digital Tools
4 employees affected
Recommended: AI literacy workshop for Finance team
Labour Relations
3 employees affected
Recommended: Labour Relations certificate course
⚠ Finance has a critical gap in Power BI reporting. Only 1 of 6 employees has intermediate or higher proficiency.
Identify what skills are missing by role, department and business priority.
PeopleIQ SA compares required role skills against actual employee skills to show you exactly what's at risk and what to do about it.
Know which roles create business continuity risk.
PeopleIQ SA highlights every role that creates operational risk if the incumbent leaves, retires or is unavailable.
No Successor Identified
Operations Manager role has no identified internal successor. Single incumbent with 14 years of institutional knowledge.
Single Point of Failure
IT Systems Administrator is the only person with access credentials and process knowledge for core infrastructure.
Retirement Risk
Chief Financial Officer eligible for retirement in 18 months. No succession plan documented. Scarce external skills.
Skills Shortage Role
Data Analyst role scarce market skills, two previous failed recruitments, no internal candidate currently ready.
High Turnover Risk
Sales Team Leader 3rd person in role in 2 years. Role at risk. No documented handover process or playbook.
No Documented Process
Payroll Specialist role has no written process documentation. Knowledge exists only in incumbent's head.
Build a succession pipeline before key people leave.
For each critical role, PeopleIQ SA identifies potential successors, their readiness score, development gaps and a target readiness date.
AI Succession Recommendation
"Based on performance, skills match and leadership indicators, PeopleIQ recommends Nomsa Dlamini as a potential successor for Operations Manager, with a 78% readiness score."
Succession Pipeline Critical Roles
Operations Manager
Ready in 12 MonthsNomsa Dlamini · 78% match
Chief Financial Officer
Ready in 24 MonthsSipho Khumalo · 52% match
IT Systems Administrator
No SuccessorNo internal candidate identified
Sales Team Leader
Ready NowLerato van der Merwe · 94% match
Data Analyst
Ready in 6 MonthsAyanda Mokoena · 68% match
Plan future headcount and capability before demand arrives.
Model growth, expected turnover, new departments and future skills requirements so HR is always one step ahead.
Inputs
Forecast Outputs
Turn skills gaps into focused training plans.
PeopleIQ SA prioritises training based on business impact, critical skills gaps, SETA alignment and BEE Skills Development contribution.
Why this matters
"This helps ensure training spend is not random it is linked to skills gaps, business needs and BEE Skills Development priorities."
Training Priority List
Ranked by business impact
Power BI Reporting
Critical5 employees · R18K est. · FASSET aligned
AI & Digital Literacy
High12 employees · R24K est. · MICT SETA
Labour Relations Certificate
High8 employees · R32K est. · SABPP aligned
Cybersecurity Fundamentals
Critical4 employees · R45K est. · MICT SETA
Ask AI what skills your business is missing.
The PeopleIQ AI Copilot understands your skills data. Ask questions in plain English and get instant, actionable answers.
PeopleIQ AI Skills Copilot
● Active
Based on your skills data, Finance and Operations are most at risk:
- • Finance: Critical gap in Power BI (5 of 6 employees)
- • Operations: No successor for 3 of 4 critical roles
- • IT: Only 2 employees certified in cybersecurity
→ Training plan recommended for Finance first.
3 employees are promotion-ready based on KPI scores, skills and leadership indicators:
- • Nomsa Dlamini 94% readiness
- • Thabo Mokoena 87% readiness
- • Lerato Khumalo 82% readiness
Thabo Dlamini
Senior Financial Analyst · Finance
My Skills Profile
AI Training Recommendation
Power BI Advanced certification recommended closes a critical gap and supports BEE Skills Development score.
Let employees own their skills profile.
Better skills data starts with employee participation. Employees can view, update and grow their skills profile directly from PeopleIQ SA.
Promote from within before recruiting externally.
PeopleIQ SA matches employees to internal opportunities based on skills, KPI performance, training completed and career interests.
Example Match
Thabo Mokoena
Customer Service Agent → Team Leader
Operations Team Leader
Operations · Cape Town Branch
72% match
Thabo Mokoena
Senior Financial Analyst
Finance · Head Office
85% match
Nomsa Dlamini
IT Support Specialist
IT · Johannesburg
61% match
Sipho Ndlovu
Why this matters to HR Directors and Executives.
Most HR systems store employee data. PeopleIQ SA helps you understand whether your organisation is ready for the future.
Reduce key-person dependency
Identify single points of failure and build succession plans before they become crises.
Reduce reactive recruitment
Plan headcount 12–24 months ahead so hiring is strategic, not urgent and expensive.
Improve training ROI
Link every training Rand to a skills gap, a business priority or a BEE Skills Development requirement.
Strengthen succession planning
Build a live succession pipeline with readiness scores, development plans and target timelines.
Support BEE Skills Development
Ensure training spend is aligned to BEE pillar requirements and SETA-registered programmes.
Identify future workforce needs
Model company growth and translate it into the skills, roles and training the business will need next year.
Retain high-potential employees
Give ambitious employees visibility of internal opportunities, career paths and personalised growth plans.
Improve leadership readiness
Track leadership skills, identify high-potential leaders early and build structured development plans.
Support strategic workforce planning
Connect HR data to business strategy prove workforce readiness to executives, boards and investors.
Start planning your future workforce today.
PeopleIQ SA gives HR leaders the intelligence to understand current skills, close workforce gaps and prepare the organisation for growth.