clous-ai/hreng-skills

HR Engineering Skills Inventory

Overview

Map engineering team capabilities, identify gaps against current and future roadmap needs, and turn that into a concrete training and hiring plan.

When to Use

Use this skill when:

• You need a skills matrix for a team or org.
• You’re planning roadmap delivery and want to check if skills coverage is sufficient.
• You want to reduce key-person dependencies and plan knowledge transfer.
• You’re deciding between training vs. hiring vs. outsourcing.

Do not use this skill when:

• The focus is an individual’s promotion or level expectations → use hreng-ladder.
• You’re diagnosing performance or burnout issues → use hreng-perf-diagnose or hreng-burnout.

Inputs Required

• Team roster and roles (names, titles, levels).
• Roadmap initiatives and timelines (next 6–18 months).
• Any existing skill assessments or certifications.
• Constraints: budget, time for training, hiring freezes, vendor policies.

Outputs Produced

• A structured skills matrix JSON per templates/skills-matrix.json.
• A manager-readable matrix (templates/skills-matrix.md).
• A gap analysis + training/hiring plan (templates/skills-gap-analysis.md, templates/training-plan.md).

Tooling Rule

• If MCP tools are available, prefer them for roster/org data (HRIS, Slack groups, GitHub org).
• Always base outputs on the provided templates before adding freeform commentary.

Core Pattern

1. Inventory current skills (self-assessment + manager calibration).
2. Map roadmap needs (what capabilities are required when).
3. Compute gaps (coverage vs. required level and timing).
4. Prioritize gaps by impact and urgency.
5. Choose mitigations: training, hiring, role changes, or vendor support.

Skills Matrix Template

Use templates/skills-matrix.json as the canonical structure. A typical instance:

{
  "team": "Platform Engineering",
  "assessment_date": "2026-01-22",
  "skills": [
    {
      "category": "Backend",
      "skills": [
        {
          "name": "Python",
          "team_coverage": {
            "expert": ["Alice", "Bob"],
            "proficient": ["Carol", "Dave"],
            "learning": ["Eve"],
            "none": []
          },
          "criticality": "high",
          "roadmap_need": "high"
        },
        {
          "name": "Go",
          "team_coverage": {
            "expert": [],
            "proficient": ["Alice"],
            "learning": ["Bob"],
            "none": ["Carol", "Dave", "Eve"]
          },
          "criticality": "medium",
          "roadmap_need": "high",
          "gap": "Need 2 experts for Q2 microservices rewrite"
        }
      ]
    }
  ],
  "training_plan": [
    {
      "skill": "Go",
      "priority": "high",
      "action": "2 engineers to complete Go training by Q2",
      "budget": "$2,000",
      "timeline": "12 weeks"
    }
  ]
}

Gap Analysis Process

1. Map current skills
   • Start with self-assessments (e.g., learning/proficient/expert).
   • Calibrate with manager/lead to avoid inflated or under-stated levels.
   • Capture breadth vs. depth (e.g., “proficient in React, expert in Django”).
2. Map roadmap requirements
   • For each major initiative, list required skills and depth (e.g., “2 experts in Kubernetes by Q3”).
   • Include non-technical skills: product sense, stakeholder management, security, reliability.
3. Identify gaps
   • Skills with high roadmap need but few/no experts.
   • Single-point-of-failure skills (only one expert across team/org).
   • Emerging capabilities (e.g., ML, data platform) with no coverage yet.
4. Prioritize gaps
   • Prioritize by criticality × time-to-need:
     • High criticality + near-term → urgent.
     • Medium criticality + long-term → plan but don’t panic.
5. Plan mitigation
   • Training: courses, pairing, stretch projects, internal workshops.
   • Hiring: new roles or backfills (coordinate with hreng-hire-intake).
   • Vendors/consultants: short-term coverage while building internal capability.

Using Supporting Resources

Templates

• templates/skills-matrix.json – Structured team skills inventory.
• templates/skills-matrix.md – Human-readable matrix for managers.
• templates/skills-gap-analysis.md – Gap analysis and roadmap risk view.
• templates/training-plan.md – Structured training roadmap.

References

• references/overview.md, references/checklist.md, references/data-sources.md – Process and data sources.
• references/mitigation-playbook.md – Training, hiring, and vendor mitigation options.
• references/output-schema.md – Skills matrix and gap output structure.

Scripts

• scripts/check-hreng-skills.sh – Pre-run checks for the skill.
• scripts/validate-hreng-skills.py – Validate skills matrix JSON and gap analysis structure.

Common Mistakes

• Treating self-assessment as ground truth without calibration.
• Focusing only on current stack, ignoring planned roadmap changes.
• Ignoring soft skills and leadership capabilities needed for scale.
• Over-relying on a single expert instead of building a bench.
• Creating a matrix but not turning it into concrete training or hiring actions.

The output should make it obvious which 3–5 skill gaps matter most and exactly what the team plans to do about each one.