From spreadsheets to smart systems: CPL Concordia’s transformation in skills management

CPL Concordia is a leading Italian cooperative with 125 years of experience in the design, implementation, and management of energy systems.

Operating from 10 locations nationwide, the company employs over 1,600 people and is committed to delivering innovative and reliable solutions. Over time, CPL identified the need for a training tool that could provide timely and effective assessments of the skills of its internal teams’ skills.

The Challenge: Defining roles and assessing skills

CPL Concordia needed to establish a defined set of company roles, each with its own job description and a variable number of associated skills.

It was also essential to carry out skill assessments for employees, applying different weightings based on the roles they held within the company. These roles had to be organised within the organisation’s Business Units, with all data reviewed and refined by the HR department to produce accurate and insightful reports.

The Solution: A flexible and precise skills management system

CPL Concordia chose Totara Perform to manage the skills of its internal resources in the most flexible, precise, and effective way possible.

MediaTouch developed a comprehensive and highly customised skills management, monitoring, and reporting system for the project.

Building on the roles and skills framework established by CPL Concordia, which was previously managed through cumbersome and time-consuming Excel sheets, MediaTouch created the CPL Suite, a new skills assessment system.

The CPL evaluation system is integrated with the Totara Learn Learning Management System and enables detailed and analytical skills management through two levels of evaluation:

• Personal evaluation (self-assessment)
• Direct manager evaluation

Additionally, the HR supervisor plays a key role by presenting the results and facilitating their analysis.

The Results: A streamlined and insightful evaluation process

A bulk tool for uploading user data in terms of:

• • role being evaluated
  • minimum expected value
  • priority level
  • The automatic creation of Perform Appraisal activity sheets for performance evaluation, with notifications sent to participants. Each appraisal includes:
    • user self-assessment
    • direct manager evaluation
    • overall verification by the HR Manager
• The automatic generation of reports upon completion of the appraisal activities, in:
  • Excel format, for analysis and insights by the HR Manager
  • PDF format, with calculated skill scores based on the criteria defined during the preliminary analysis

Additionally, special attention was given to the PDF report generated for each user following both the self-assessment phase and the evaluation provided by their manager.

The report is visually designed with colour graphics to present all the necessary information for archiving. It is divided into distinct sections, each structured to highlight, through graphical indicators, a summary of the skills that can be improved and the user’s strengths.

The report logic compares:

• the manager’s evaluation with the company standard
• the employee’s self-assessment with that of the manager

This enables the user to see, at a glance, how their self-assessment relates to the expectations set and the feedback given by their manager.

As a result, the report provides a meaningful opportunity to compare and enhance skills within the company, offering employees a genuine chance for both professional and personal growth and development.