Dynamics 365 for Talent has several tools to best utilize and grow your employees in your organization. First, by capturing your
employees' competencies and then utilizing that data to help make decisions. For example, while having discussions with employees
regarding where they may want to move and grow in their careers, HR professionals or managers can use the skill gap analysis
skill-gap analysis functionality found in the system.
Perhaps John in your organization has been a sales associate for several years, and would like to move into a sales manager role. By
entering John's information in the Skill gap analysis form, you can compare John's information with that of a sales manager.
I can compare John's skills, shown in the Actual column, with the Target column, which is the sales manager skills.
This will help John have a good conversation with his manager and help him 
understand where there may be opportunities
to grow his skill set in the future and help him move into that sales manager role that he desires.
In addition, still mapping profiles can be used in succession planning,
or for filling open roles in your organization with internal resources.
For example, let's say you have very tenured and experienced individual in your organization named Kevin Cook. Kevin is going to be retiring
in the near future and you want to understand who in your organization would be best suited to fill Kevin's role once he leaves.
By entering this information retrieving Kevin's profile, I have brought in any of the certificates
skills and education that Kevin currently has. I can see that he has the solution selling certificate and with each
of these items I can indicate if it's optional and assign its importance to it.
Here, in the skills section, I have indicated that customer focus in sales presentations
skills are more important than some other skills when we look at hiring a new sales manager.
Once have entered this information, I can execute this.
This will take Kevin's information and competencies and compare those
against the competencies of the employees in our organization.
Once this is complete, I can look at the results.
The results have listed, in order, who may best be suited to fill Kevin's role.
It appears that Rick, out of a total possible 14 points, achieved 10 points,
indicating that he has the skills set very closely matching that of Kevin Cook's.
Should I want, I could drill down on Rick's resume
by looking into his education, skills and other  competencies in more detail, helping me to make those decisions.
This gives you a quick look into how your company can use the competencies
and development tools found in Dynamics 365 for Talent. (Thanks for watching!)
