블로그 게시물

Why knowing the skills of your workforce matters

Even before Covid-19 and the social and economic disruptions that followed, changing technologies and new ways of working put pressure on talent recruitment and retention. Since then, that pressure has only increased. Roles are shifting quickly and skills are becoming obsolete faster.The need for organisations to reset for growth is critical and matching employees to new roles and activities is essential.

The good news is that according to PwC, 77% of adults would learn new skills now or completely retrain to improve their future employability. Sadly though, employees think it’s easier to find a new job outside their company than inside. In this time of the “Great Resignation,” employees are increasingly prioritising job opportunities that promise career growth, skills development, learning opportunities and flexibility.

Now is the time for your organisation to commit to reskilling

By reorienting your organisation around skills, you can offer career growth and mobility that attracts the best people and makes them want to stay. This approach also provides a more agile way to understand, develop, and provision people already in your workforce to dynamically meet your organisation’s needs.

This focus on the people’s skills is about understanding and tapping into the holistic skill and capability portfolio of potential candidates and, more importantly, of every one of your employees. With this skill information, your organisation can guide employees on career paths, connect different jobs and provide recommended learning opportunities.

Lean into employee capabilities instead of competencies

Hiring, managing and developing your people based on skills and competency is outdated. To survive and thrive in the current business landscape, you need to centre your talent strategies on skills and capabilities.

Here’s why:

Competency places all the weight on what skills workers already have to perform in their roles.

For example, take the skills “making a cappuccino” and “decision making.” These are both examples of a skill and a competency.

However, reliance on competencies results in talent teams building static lists of what it takes to get individual jobs done. And what often happens is that by the time you conduct manual reviews of the skills needed for certain positions, the elements that informed that static list need to be updated.

This competencies-first approach isn’t responsive enough to help your organisation quickly pivot in response to changing market conditions. Nor does it help your people connect learning with growth opportunities.

But when you shift the focus to skills and capabilities, interpersonal skills and worker potential are weaved into a holistic employee profile. The emphasis here is on high-level abilities and traits that your employees and your organisation need for future success, such as communication, collaboration and emotional intelligence.

Connect your people with the right growth opportunities

Job descriptions focused on competencies don’t naturally open career growth conversations between managers and employees. To help your people and your organisation adapt to “the next normal,” you need to connect learning to the benefits of career growth. This connection is about highlighting opportunities to advance people’s careers while also transforming the organisation.

Roles, interests and workflows become more fluid with this approach. Employees can enjoy more freedom, creativity and flexibility. Like how you can now assign projects or tasks based on interest, availability and expertise rather than a standard “role.”

Sounds great in principle. But how do you, as a talent leader, help your organisation make this shift? Sure, you could connect with people managers to discuss what skill gaps exist on their teams, how to fill vacancies and what capabilities will breed success in the future version of each role. You might even consider asking your employees directly.

And yes, those discussions will help. However, even the most data-driven and analytical thinkers would be hard-pressed to capture and understand the complex skill mapping and skill adjacency process. But when you let AI-powered technology do that heavy lifting, you can go beyond tracking skills to enable action-oriented talent practices like never before.

How your entire organisation can benefit from skills transparency

AI-powered talent solutions can help you identify the existing skills of your workforce so you can use that data as a baseline for identifying gaps, supporting pivots and prioritising activities throughout the business. A well-rounded understanding of the skills and capabilities of your workforce provides insights, data and clarity on what your people can already do and where you can tap into hidden talent.

With the support of AI, you can identify, develop and elevate people into different jobs, projects and gigs. Essentially ensuring you have a pipeline of talent available for whatever your business needs next.

AI also helps you create a better experience for people (i.e., engagement and retention by enabling career growth and internal mobility) and supports the development of a workforce that is agile and adaptable to shifting market conditions.

Using skills to engage employees with their career paths

Providing employees with richer insight into their skills via skill mapping and skill adjacency removes the guesswork from their next career step.

Suppose an employee can see they have level-one communication skills as an associate product marketer and a traditional product marketer role requires level-three communication skills. In that case, they have much deeper insights into the skills, development and work experience they need to for a promotion.

Conversely, when people managers understand their team members’ skills and capabilities, they can better understand and coach their teams to take on stretch assignments to grow into new roles. A quarterly development conversation can now consider what the employee has accomplished, where they want to go and what skills they should keep developing throughout the year.

By making skills data and qualifications information readily available for different roles and career paths and surfacing learning content and development opportunities that will help them get there, employees can proactively pursue a growth plan that accelerates career mobility.

Done right, it all can deliver a broad range of benefits to your organisation, too — improving organisational agility, enhancing workforce productivity and fostering increased transparency, diversity, equity and inclusion

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

글로벌 스킬 부족 상황에서 살아남기

연구

글로벌 스킬 부족 상황에서 살아남기

새로워진 업무 현실은 조직과 직원에게 장기적인 긍정적이거나 부정적이거나 양쪽 방향으로 영향을 미치고 있습니다. 직원들의 스킬을 개발하는 데 집중하는 조직은 이러한 미지의 황무지를 헤쳐 나가려고 고군분투하지 않아도 성공할 수 있습니다. 세계의 성공적인 조직들이 어떻게 스킬을 사용하여 팬데믹 이후 시대에서도 조직과 직원이 살아남고 성장하도록 돕고 있는지, 당신의 조직은 어떻게 이를 실현할 수 있는지 알아보시기 바랍니다. eBook 다운로드 시 확인 가능한 내용: 성과가 높은 조직이 스킬을 통해 시장을 주도하는 방법 고용주와 직원의 신뢰도 격차 및 시사점 전 세계 스킬 개발의 현황 스킬로 주도하여 HPO가 되는 실용적인 전략

모두를 위한 완벽한 학습 경험

데이터시트

모두를 위한 완벽한 학습 경험

변화무쌍한 오늘날의 비즈니스 여건에서는 유연한 적응력을 갖추고 생산성을 높여 조직의 회복탄력성과 성장을 계속해서 시험해봐야 합니다. 시대 흐름에 맞는 수준의 민첩성에 도달하려면 구성원의 성공을 조직 전체의 성공과 연계시켜야 합니다. Cornerstone Learning을 이용하면 귀사의 규모에 맞춰 구성원들에게 현대적인 학습 경험을 제공할 수 있습니다. 구성원, 데이터, 콘텐츠, 시스템을 유기적으로 연결하면 인재 역량 개발도 최적화되고 지속성을 갖습니다.

최고의 인재를 영입하고 유지하기

데이터시트

최고의 인재를 영입하고 유지하기

TalentLink는 채용 프로세스의 능률을 높여 최고의 인재가 귀사에 관심을 보이고 지원하게 하며, 가장 적합한 역할을 매칭시키고 팀 내에 신속하게 적응하여 생산성을 발휘할 수 있도록 합니다. 채용을 진행하는 곳이 한 곳이든 수백 곳이든, 모집자와 채용 담당자가 쉽게 협업하고 지원자를 관리할 수 있어, 입사 지원자가 채용 프로세스를 밟으면서 매 단계마다 귀사가 자신에게 신경을 써주고 소통이 원활하다고 느낄 수 있습니다.

1:1 맞춤형 서비스를 받아 보세요

조직에 필요한 인력 관리 요구 사항을 지원하는 것과 관련해 Cornerstone 전문가와 상담하실 수 있습니다.

© Cornerstone 2022
법적 고지 사항