Tracking competencies of our employees

My organization assigns people to work in various jobs at different locations. The people and the positions are tracked in a central database, but that database does not include any information related to the competencies (behaviours, skills, experience) required to do jobs, nor any information about the competencies of our employees. It also does not allow us to plan future assignments. I envision a relatively simple internal website, capable of running on Microsoft web (.NET v4) and SQL Server (2008r2) with the following features: A. The ability for users in the HR group to manage user access to other functionality of the system. 1. A catalogue of skills, experience, and competencies maintained within the HR group to enable managers to create a profile of their mobile/rotational positions. 2. Ability to allow managers to easily create competency profiles for their mobile/rotational positions based on pre-defined skills, experience and competencies 3. Ability to identify “prerequisite” and “potential to achieve” skills, experience and/or competencies for a mobile/rotational position 4. Workflow functionality that will allow pre-defined authorities (current manager, functional center of expertise, etc.) to certify that an employee has demonstrated the skills, experience and/or competencies they had a “potential to achieve” during their assignment to the position. Some competencies may be graded on a defined scale. 5. Maintenance of a profile for each employee showing their assignment history, their skills, experience, and competencies achieved, linguistic profile, etc. 17. Functionality allowing managers to assess the “readiness” of their employees for promotion using a combination of functional competencies and an overall performance assessment. 8. Functionality that easily allows employees to select assignment preferences based on the competency profiles of the positions and their personalized career plan. 9. Functionality that would allow the matching of: • employee profiles to potential assignment positions, • positions to potential employees, and potential career paths for employees to have the experience necessary to attain a future position. 10. Functionality allowing hiring managers or stakeholders to review lists of applicants approved by HR, as well as other prospective employees selected automatically based on their match to competencies, or proposed by HR. Stakeholders would have the ability to review candidate profiles and rank candidates for each position. Assignment officers would be able to visually see open positions and unassigned employees and make proposed matches, allowing for an iterative assignment decision-making process.