1. Module Overview

Talent & Competency Management (technical name: gestioncompetencesrh) turns Dolibarr ERP/CRM into a complete skills and competency management, Strategic Workforce Planning (GPEC/GEPP) and professional development solution - with no need for a separate HR system. It covers the entire competency lifecycle: building competency frameworks, defining jobs and positions, capturing required and held competencies, assessing skills, analysing gaps, mapping competencies, planning training, managing internal mobility, talent and succession, certifications and regulatory authorisations, strategic workforce steering, HR reporting and decision dashboards.

2. Business Objectives

·       Know which competencies exist in the organisation and who holds them.

·       Compare required vs. held competencies and quantify the gaps.

·       Identify critical and rare competencies and the risk of knowledge loss.

·       Plan the right training and development actions and measure their ROI.

·       Support internal mobility, career and succession planning.

·       Anticipate future competency needs (workforce planning).

3. Target Users

·       Dolibarr administrator - activation, settings, permissions, demo data.

·       HR manager - frameworks, campaigns, gap analysis, development plans, GPEC steering.

·       Manager - team assessment, matrix, development proposals, mobility.

·       Employee - self-assessment, profile, evidence, training requests, mobility wishes.

·       Executive management - consolidated coverage, critical competencies, risks, trends.

·       Auditor / read-only - consultation without modification.

4. Architecture

The module follows Dolibarr conventions strictly: module descriptor, business classes extending CommonObject, list/card pages, a generic list & card engine, hooks-ready structure, SQL install scripts with schema self-heal, granular permissions, top & left menus, a REST API, translation files and a demo-data seeder. It never modifies Dolibarr core files.

·       35 business objects with dedicated tables (llx_gcrh_*), entity-aware and demo-taggable.

·       Generic column-safe list engine with column selector and multi-criteria filters.

·       Premium dashboard, decision reporting page and REST API.

·       Integration hooks to native modules (Users, Third parties, Projects, HR, ECM/DMS).

5. Dashboards

The dashboard - "Pilotage des Competences RH" - is organised around a central Competency Maturity Index surrounded by rings/indices (coverage, progression, certification compliance, versatility, strategic competencies, development plans, mobility, risks).

·       30+ KPIs: employees, referenced/assessed competencies, coverage rate, critical/rare competencies, assessed positions, conformity, active campaigns, validation rate, development plans, recommended trainings, engaged budget, active/expiring certifications, versatility, successors, at-risk knowledge.

·       Charts: coverage trend, competencies by domain, mastery levels, employee x competency heatmap, average profile radar, required vs. held, top/bottom covered competencies, gap analysis, future needs, training budget planned vs. actual, development-plan progress.

·       Operational widgets: assessments to run, pending validations, expiring certifications, incomplete profiles, uncovered critical competencies, late plans, trainings to schedule, mobility-ready employees.

6. Competency Framework

A hierarchical competency repository: domains, categories, sub-categories, types (technical, behavioural, managerial, digital, linguistic, regulatory, strategic, future...), mastery scales and levels (0-5, %, CEFR for languages), criticality, rarity, validity duration, assessment method and re-assessment frequency. Each competency carries a full lifecycle (draft to validation to active to revision to obsolete to archived).

7. Job & Position Management

·       Professional families, jobs, employment types and real positions.

·       Job sheets: missions, activities, required competencies and levels, recommended diplomas, gateways.

·       Position sheets: mandatory/desired competencies, weights, required certifications/authorisations, criticality, potential successor, planned vs. actual headcount.

8. Employee Competency Profiles

An HR sheet linked to the Dolibarr user/contact holds identity, org placement, contract and an individual competency profile: declared and assessed competencies, current/required/target level, gap, last assessment, evaluator, confidence, evidence, development actions and progression history. Tabs cover diplomas, experience, certifications, authorisations, languages, training, objectives, evaluations, development plans, mobility, wishes, documents and audit - under strict permissions.

9. Assessments

·       Modes: self-assessment, manager, HR, expert, peer, 180deg, 360deg, on-evidence, post-training.

·       Campaigns: target population, period, evaluators, competencies, questionnaire, scale, workflow, reminders.

·       Process: preparation, publication, self-assessment, manager, interview, arbitration, HR validation, closure, archiving, with progression and auto/manager gap detection.

10. Gap Analysis

The module computes gaps between held and required levels, employee vs. position, employee vs. target position, current vs. future competencies, and available vs. project/service needs - using configurable rules (simple/weighted gap, conformity score, coverage rate, criticality, risk, versatility, replaceability, maturity indices).

11. Development Plans

·       Individual and collective plans with objective, competency, current/target level, dates, priority, budget.

·       Actions: internal/external training, e-learning, tutoring, mentoring, coaching, missions, projects, job rotation.

·       Tracking: progress, milestones, reminders, evidence, interim/final assessment, cost and effectiveness.

12. Training

·       Catalogue with objectives, developed competencies, prerequisites, duration, format, organisation, price.

·       Sessions: dates, trainer, participants, attendance, results, satisfaction, certificates.

·       Request workflow (employee to manager to HR to budget) and budget tracking (planned/engaged/consumed).

13. Certifications & Authorisations

Professional certifications, regulatory authorisations, permits and qualifications with organisation, issue/expiry dates, score, status, renewal and configurable expiry alerts (180/90/60/30/15/7 days).

14. Mobility & Succession

·       Mobility wishes and internal opportunities with an explained profile/position matching score.

·       Career plans, promotions and gateways between jobs.

·       Succession: critical positions, successor pools, readiness levels (immediate, 6m, 1y, 2y), risk of departure.

15. Workforce Planning

Define current/target headcount and competencies, future needs by period, expected departures, planned recruitments/trainings/mobilities, and run scenarios (cautious, central, growth, transformation, crisis) to surface future gaps and recommended actions.

16. Reporting

A modern reporting menu with multi-criteria filters produces standard reports (headcount, competencies & coverage, performance, recruitment, training & budget, succession, mobility, engagement, turnover & risks) exportable to HTML/CSV and printable, with room for scheduled reports.

17. Integrations

·       Users & contacts (employee to Dolibarr user), third parties (training bodies, schools).

·       Products/services (training as a service), quotes, orders and invoices for external training.

·       Projects & tasks (competency needs), agenda (assessments, renewals), ECM/DMS for evidence, email & notifications.

18. Security

·       Granular server-side permissions per functional domain (read/write/delete/admin).

·       CSRF protection, input validation, prepared queries / secure Dolibarr methods, XSS protection.

·       Audit logging, entity isolation and GDPR-aware handling of personal HR data.

19. REST API

A secured REST API (api_gestioncompetencesrh.class.php) exposes competencies, profiles, gaps, matrices, assessments, evidence, plans, certifications and indicators, respecting permissions and returning JSON, with pagination, filters and sorting.

20. Demo Data

A one-click seeder generates a realistic, coherent and fully demo-tagged dataset (organisations, departments, positions, employees, competencies, scales, profiles, assessments, campaigns, evidence, trainings, certifications, development plans, mobilities, successions, alerts). A secured purge removes only demo-tagged rows, preserving real data, in dependency order.

21. Technical Requirements

·       Dolibarr 16.0+ (tested on 17.0.3), PHP 7.1+ (PHP 8 compatible).

·       MySQL/MariaDB.

·       Depends on modSociete and modUser.

22. Installation

·       Deploy module_gestioncompetencesrh-1.0.zip via Home > Setup > Modules > Deploy external module.

·       Or copy the gestioncompetencesrh folder into htdocs/custom/ then enable it.

·       On activation tables, menus, permissions are created and demo data is seeded automatically.

23. User Roles

·       Administrator, HR manager, Manager, Employee, Executive management, Auditor (read-only).