Our initial research during the height of the pandemic last year uncovered what we at Cornerstone have coined “the skills confidence gap" essentially the gap in confidence levels between employers and employees on an organization’s skills development support. Two years later, we wanted to see whether the pandemic served only to exacerbate this problem, or whether it has improved skills development initiatives across different organizations. We conducted another round of research and found that, unfortunately, the gap seems to be widening.
Let’s delve into the details
It seems that while many employers may think they are giving their employees adequate opportunities to learn and develop, this effort is often not felt by the employees themselves. In fact, during the pandemic, our research showed that only 60% of employees were confident that future skills were being prioritized, compared to 90% of employers. Since then, employee confidence levels have seen a further 5% drop.
We expanded our scope of research this year to include how employees and employers felt about their organization’s response to the pandemic, investment in skills, and ability to influence talent and business outcomes, as well as looking into how organizational performance factored into the equation. This classification system took into account the company’s profitability, net turnover and net promotor score (NPS), with those classified as ‘high performing’ scoring highly on profitability and NPS with a low turnover.
Interestingly, those organizations classed as ‘high performance’ actually had a notably smaller skills confidence gap compared to those that were classed as ‘average performing’ or ‘laggard’. High-performing companies had a skills gap of only 11%, compared to laggards with a startling 42%. The difference between these two categories was also evident when asked about plans to prioritize skills development. 42% of high-performing companies have already started, with 72% intending to address this next year. However, laggards were nearly three times more likely to stall skills development altogether compared to high-performing organizations.
So, what can be done?
Aside from asking our dear friend the internet, it was evident through the survey that employees look to their organization’s skills and development platform when searching for career development information. It’s clear then that investment into impactful skills and career development platform can act as a catalyst to shrink the growing skills confidence gap.
High-performing companies know that investment in skills development is vital. Of course, corporate learning and talent programs remain important and critical, tightly aligned with company priorities, however, leaders urgently need to supplement this and give employees access to a platform that allows them to be accountable for their own skills and career growth, where AI plays a key role in detecting skills, recommending relevant learning materials that are easily accessible, and matching employees skillsets and aspirations with the right career paths. Essentially, if employers want to achieve that high-performing status, they need to start putting their people first.
In order to prepare for the future, companies must invest in their people’s skills now.
관련 리소스
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데이터시트
Cornerstone 스킬 그래프 기술 데이터시트
Cornerstone Skills Graph는 스킬을 중심으로 인재 전략을 구성하는 가장 좋은 방법입니다. 어떤 Cornerstone 제품을 보유하고 있든 2억 5000만 개 역할에 걸쳐 51,000개 이상의 스킬로 구성된 지능형 온톨로지를 사용하여 인력을 개선할 수 있습니다. 각 직원 프로필의 핵심 요소입니다.
고객 이야기
Enphase가 EdCast LXP를 사용해 직원 경험을 혁신한 방법을 알아보세요
캘리포니아 주 프리몬트에 본사를 둔 글로벌 에너지 기업 Enphase Energy, Inc.는 마이크로 인버터 기반 태양광 및 배터리 시스템을 제공하는 일류 공급 업체로, 이 시스템을 사용하면 스마트 모바일 앱을 통해 태양광 자가 발전, 사용, 저장 및 모니터링 할 수 있습니다. Enphase는 마이크로 인버터 기반 기술로 태양광 산업의 혁신을 이끌고 올인원 태양광, 배터리, 소프트웨어 솔루션을 구축하고 있습니다. 지금까지 4,800만 개가 넘는 마이크로 인버터를 출하 했으며, 250만 개 이상의 Enphase 기반 시스템이 140개국 이상에 배포 되었습니다. Enphase는 259개 이상의 미국 특허와 91개 이상의 미국 외 특허를 보유하고 있으며 에너지 기술 혁신에 대한 실적을 보유하고 있습니다. Enphase는 업계 문제점을 대담한 새로운 방식으로 해결하는 솔루션, 고객이 신뢰할 수 있는 솔루션, 보다 지속 가능한 세상을 위해 기여하는 솔루션을 구축 합니다.