SIUR – Intelligent Resource Management System

Why SIUR

In most companies, knowledge about people, projects, and training lives in different places – one spreadsheet for HR, another tool for projects, a third table for the course budget. The links between them are made by hand, and usually only when someone remembers. SIUR pulls those three layers into one picture. When a project manager opens the project page, they immediately see which competencies are needed, who has them, who is developing them, and how much has already been spent on it.

The system is designed to be useful both in a small company and in an organization with hundreds of employees. Reference data adapts to the real structure, and roles and permissions follow the usual split of responsibilities between HR, project leadership, and department heads.

What SIUR solves

SIUR brings three layers into one data model:

• Competencies. What each employee can do, at which level, with a full history of changes. The system also tracks the risk of skills going stale through long disuse – if a competency is not applied, the level decays gradually, following rules configured by HR.
• Projects and tasks. Which competencies a specific task requires, at what level, and whether they are mandatory. Team composition, assignments, deadlines, and status are visible per task.
• Development and training. Development plans with goals per competency, linked courses, costs, completion status, and budget per department.

The core scenario is simple: set competency requirements on tasks → see the team and the gaps → close the gap with a development plan and training. This loop connects HR, projects, and learning into one working view.

Key features

Competencies and positions

• Hierarchy of competencies by category, with levels 1–3. Outdated competencies can be archived without losing history.
• Employee profile: basic data, assigned competencies with levels, and a radar chart for quick visual assessment.
• Tree of departments and positions. Each position has minimum competency levels, so the system knows what the "norm" is for the role.
• Change history per competency with reason and comment, linked to the relevant project or course where applicable.
• Degradation model: if a competency has not been applied for a defined period, its level gradually drops. Rules are configured by HR, with exceptions for stable competencies.

Projects and teams

• Project list with statuses, dates, and basic data, with sorting and filters.
• Project page with multiple views: general information, team, aggregated competency requirements across tasks, task list, and a "Team and competencies" board for a quick read.
• Project tasks with search, filters, and a Gantt chart on a timeline.
• Task card: competency requirements (level, mandatory), assignments (assignee, reviewer, observer), deadline, priority, status.

Search and Gap analysis

• Employee search by competencies with filters on level, department, and other parameters.
• Gap analysis – comparing an employee's profile against a context (position, project, or task). The result is shown as a radar and as a gap table, with recommendations on what to develop.
• Export of search and Gap results to Excel and PDF – to attach to decisions, proposals, or reports.
• Needs forecast: based on open projects and tasks, SIUR estimates competency shortages on a horizon (e.g. a quarter or a year), which helps HR plan hiring and training ahead of time.

Development plans and training

• Development plan registry with goals per competency, statuses, and an optional link to the project or task that triggered the plan.
• Recommended courses for each goal, through a goal ↔ course link and a summary of cost and time per plan.
• Course catalog with providers, links to competencies, levels, price, and duration.
• Course completion tracking with statuses (enrolled, in progress, completed, cancelled).
• Employee personal account: profile, assigned competencies, own development plans, and completion history.

HR: budget and controls

• Training budget per department and year, with limits set by HR.
• Plan vs. actual: both what is planned (courses inside development plans) and what has already been delivered and paid is visible.
• Breakdown by courses, employees, and time periods.
• Budget report with Excel and CSV export, ready to hand to finance or management.
• Degradation configuration: days-without-use threshold, decay step, per-competency exceptions, manual recalculation on demand.

Audit, users, and security

• User accounts, roles, and login history.
• Activity log with CSV and Excel export – for internal control and external reviews.
• Permissions are checked on every operation; sensitive actions and exports are restricted to privileged roles.

Import, export, and integrations

• Import of competencies and employees from Excel with a preview and an error report before the final save.
• Export of the main modules to Excel or PDF: search, Gap analysis, audit log, budget reports.
• Ability to connect with other systems (HRIS, ERP, project management tools) through open interfaces.

User experience

• Interface in Serbian (Latin), English, and Russian – fully translated, not fragmented.
• Light and dark theme, saved per user.
• List filters persisted between sessions – less routine on repeated searches.
• Advanced field search in lists where it adds value.

Benefits

• One source of truth about people. Profile, projects, development plans, and training – all visible in one place, with no need to switch between spreadsheets and tools.
• Data-driven decisions. Team composition for a project or a candidate for a task is chosen based on the profile, not on a guess. The gap is visible, not assumed.
• Lower risk of skills going stale. The degradation model flags competencies that are sitting idle. The system can prompt a measurement or a short training before a gap becomes a problem.
• Training cost control. The budget is tied to real development plans and concrete competencies – it is clear where it will be spent and what has already been used.
• Faster project start. Task requirements immediately show who to involve and where there are gaps that could block the start.
• Planning based on forecast. Competency shortage on a horizon helps HR plan hiring and training in advance, rather than reacting in the moment.
• Less routine for HR. Excel import, saved filters, and export to standard formats cut down the time spent preparing reports and decisions.
• Ready for international companies. Three interface languages, cleanly separated roles, and a full audit trail.

Roles and access

• Administrator – full access, users, audit log.
• HR manager – reference data, budget, degradation, forecast, HR analytics.
• Project manager – projects, tasks, search, Gap analysis, project analytics.
• Department head – employees in scope, Gap, analytics within authority.
• Mentor – development plans for mentees, course tracking, search.
• Employee – personal account: profile, own plans, own history.

Who SIUR is for

• Engineering, construction, and industrial companies where team competence is the key resource.
• Organizations running several projects in parallel with teams that overlap.
• HR functions running development, courses, and the training budget in spreadsheets and looking for one system to cover it all.
• Companies preparing for external certifications and audits, where traceability of decisions matters.

Demo and contact

For a demo, questions on rollout, or integration – please write to office@mets-ns.com or call +381 21 442 377.