One loop. One framework. One source of truth.
Najaba runs a continuous cycle: define the competencies, assess against them, diagnose the gaps, decide, develop, and measure again. Each stage feeds the next, so your talent data never goes stale.
One competency framework
Define
Stage · Define
Competencies built for your roles.
Start from any job description, or create one from just a job title. Najaba drafts the competencies and the target level for each; your experts refine and approve them. That framework anchors everything that follows.
- From any JD, or just a job title
- Target levels set for each role
- One framework reused every cycle
Job title
Competencies
Target level- Financial modelling4
- Data analysis4
- Commercial judgement3
- Stakeholder communication3
- Regulatory knowledge3
Stage · Assess
Custom tests, ready in minutes.
Generate assessments straight from the framework in four formats: multiple choice, situational judgement, case study and role-play chat. Run them as campaigns with automatic reminders, proctored and ID-checked, in English or Arabic.
- MCQ, SJT, case study and role-play chat
- Campaigns with auto-reminders
- Proctored and ID-checked
Assessment campaign
Finance capability review
Formats
Completion
148 invited
Auto-reminder sent to 27 people
Proctored · ID-checked
Stage · Diagnose
Every gap, against the level the role needs.
Each employee gets a clear profile of their competencies measured against the role's target level, so gaps are specific, comparable and fair, and roll up cleanly to team, department and company.
- Individual gap profiles
- Measured against the role's target
- Rolled up across the organization
Sara Khaled
Financial Analyst
- Financial modelling84
- Data analysis66
- Commercial judgement48
- Stakeholder comms72
2 gaps to close before the next role
Stage · Decide
Decisions on real evidence.
Fitment, mobility, succession, high-potential reviews and workforce planning all read from the same competency data, in live dashboards and board-ready reports.
- Skills dashboards and heatmaps
- Fitment and readiness views
- PDF and Excel reports
Workforce skills overview
AI summaryProficiency by function
- Engineering82%
- Sales71%
- Operations76%
- Finance52%
Finance shows the widest gap in data analysis. 41 people are one competency away from a senior analyst role. A targeted cohort this quarter closes most of it.
Illustrative demo data, not a real customer's verified results.
Stage · Develop
Plans built from each person's own gaps.
Every gap becomes a specific development action for the individual, their manager and L&D, so learning budget follows evidence instead of requests.
- Personal development plans
- Shared with managers and L&D
- Linked to the competencies that matter
Development plan
Sara Khaled
Focus areas
Strengths to leverage
Shared with Sara, her manager and L&D, and re-assessed next cycle.
Stage · Re-assess
Measure again. Prove the progress.
Re-assess the same competencies next cycle. Najaba compares each cycle with the last, so you can see who improved, which programs worked, and where the next gaps are opening.
- Same competencies, measured again
- Cycle-on-cycle comparison
- Updated gaps feed the next loop
Data analysis · team average
Next cycle: updated gaps
Then the loop begins again.
Updated gaps flow straight back into the next cycle, so every decision is made on the freshest evidence.
Built in
Everything a talent team needs, out of the box.
English & Arabic
Every screen, report and email, with full right-to-left support.
Same report, both languages
Proctored & ID-checked
Identity verification and integrity signals on every attempt.
Custom competencies
Built from your own job descriptions, not a generic library.
Campaigns & auto-reminders
Invite whole cohorts, track completion and nudge automatically.
Org & role mapping
Mirror your structure, from company down to individual role.
Skills dashboard
Live heatmaps filtered by function, department or role.
Progress over time
Each cycle compared with the last, person by person.
PDF & Excel reports
Board-ready reports and the underlying data, on demand.
See the loop on your own roles.
Bring a job description. We'll show you the competencies, the assessment and the report it produces.