A capability picture that stays current
Refresh what skills the workforce actually holds on a regular cycle instead of relying on a capability audit done once and quietly ageing.
— Organisation & Workforce
Skills Utilisation Pulse
Runs a recurring skills survey across the workforce on a set cycle, building a living view of skills and utilisation by department that leadership can track month over month.
- Organisation & Workforce
- Human review built in
- Traceable reasoning
- Runs anywhere
2–3 days → ~25 minutes
For a full population, not a sample
No coding required
- Input
- A workforce or team roster with the people to include
- Output
- A structured skills table for the current cycle, comparable with previous ones
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~2–3 days per run
— USE CASES
What people use Skills Utilisation Pulse for
Utilisation seen by department
See where skills are concentrated, underused or thin across departments, so resourcing and hiring decisions rest on evidence rather than impression.
Trend rather than snapshot
Because each cycle is recorded on the same basis, leadership can see what genuinely moved month over month instead of re-arguing the baseline.
Reporting without the survey project
Leadership gets a short, consistent summary each cycle without a team assembling it by hand every time.
What it works from
- A workforce or team roster with the people to include
- The skills and capability questions you want asked each cycle
- Your departments or groupings for reporting
What you get back
- A structured skills table for the current cycle, comparable with previous ones
- A utilisation view by department, with the trend across cycles
- A short leadership summary of what changed and where the gaps sit
— HOW IT BEHAVES
How Skills Utilisation Pulse produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Every row of the role or function in scope
Each row of your export is processed on the same basis, so no skill is skipped however long the table is.
Human sign-off before the write-up
The run pauses for a person to confirm the skills that matter before the deliverable is composed.
The pattern charted
Movement across the role or function in scope is visualised from the computed data, so the trend is legible at a glance.
Composed as work product
Findings on the role or function in scope are written up as a document that reads like professional output, with each claim tied back to a skill.
Each skill enriched in place
Derived columns are added row by row, keeping your source data and the judgement about each skill side by side.
Why this is expensive by hand
Most organisations know their capability picture is out of date, but refreshing it means another survey project: chasing responses, tidying free-text answers into something comparable, then rebuilding the same charts from scratch. A capability picture that stays current is the typical trigger — refresh what skills the workforce actually holds on a regular cycle instead of relying on a capability audit done once and quietly ageing. Done properly it is defensible; done at pace it becomes a judgement call nobody can retrace. And "properly" usually means 2–3 days of manual work.
How this Skill produces it
Here the same job runs as a Skill. Your material goes in; a structured skills table for the current cycle, comparable with previous ones comes out, alongside a utilisation view by department, with the trend across cycles. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. In effect, 2–3 days of senior time compresses into ~25 minutes — and the output is comparable across clients, quarters and colleagues instead of shaped by whoever ran it.
Who it's for
- Org design and workforce planning leads
- COOs and functional leaders reshaping teams
- Transformation consultants sizing people impact
- HR business partners supporting redesign
Run it in Skillsize — or export it anywhere
Skills Utilisation Pulse exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
More Organisation & Workforce Skills
Browse the full library →Organisation & Workforce
Talent Flight Risk Radar
Judgements use only what the row says and no personal identifiers beyond the name and department leave the table.
Organisation & Workforce
Bench & Pipeline Match
Matches available consultant capacity against the work coming down the pipeline each week, showing where people are about to sit idle, where demand will outstrip the skills you have and which pairings genuinely fit.
Organisation & Workforce
Workforce metrics review
Reviews a workforce metrics pack and states what the measures actually imply, rather than restating the numbers.