What is skills transformation?
Skills transformation is the process of upskilling, reskilling, and other activities that involve quality changes in workforce skillsets.
What are the steps for skills transformation?
The key steps in transforming employees’ skills include:
- Finding out the skill areas that need to be transformed based on the organization’s goals
- Conducting a skills assessment to check currently available skills
- Encouraging employee participation in skills development programs
How does skills transformation benefit HR?
HR professionals are important in filling positions with the right people for the organization. There is a revolutionary shift from manual HR processes to digital or automated processes to advance the HR profession.
- Upskilling for automation processes — AI tools has aided human resource professionals in maintaining a database of former employees and easily identifying qualified candidates. This digital shift helps employees to onboard smoothly and minimizes administrative work.
- Employee satisfaction — When automation of processes is promoted in the HR department through feedback questionnaires and recognition programs, it helps HR leaders to evaluate employee engagement, achievement, and purpose.
- Consistent in tasks — Using smart technology, many HR processes can be automated, adding benefits of improvement and accuracy to administrative tasks, screening candidates, or scheduling interviews.
What is skills assessment?
Skills assessment is the process of evaluating skills. It’s aimed at assessing the current state of workforce skills and detecting skills gaps.
Why is skills assessment important?
Skills assessment is crucial, especially in hiring and employee development initiatives.
- Recruitment — A skills assessment test helps HR determine if a candidate has the right technical skills and fits the organization’s culture.
- Career development — A job assessment test can evaluate employees’ performance and find ways to strengthen essential skills.
- Upskilling — Many organizations encourage their employees to learn an entirely new skillset to cover talent gaps.
What are examples of skills assessment?
- Personality assessment
- Integrity assessment
- Mental ability assessment
- Job knowledge assessment
What are skills gaps?
A skills gap is a lack of specific skills required to perform work tasks.
What factors contribute to skills gaps?
Many factors contribute to skills gaps, including a lack of education or training in skills needed, the global COVID-19 pandemic, increasing numbers of employees leaving jobs in some industries, changing technology, retirement, and a loss of knowledge when employees leave.
What resources and strategies are required to help bridge the skills gap?
To bridge the skills gap, HR leaders must continue integrating new technology, digital platforms, and accessible content that can be personalized for each team member concerning their growth and development of new skills. Strategies must focus on:
• Finding the right combination of training methods so employees are offered more than one way to learn
• Training leaders on how to coach employees to guide them in their careers as well as help team members think differently about their careers and how to steer them going forward
Skills gap closing
What is skills gap closing?
Skills gap closing is the process of acquiring necessary skills for work tasks.
Why do some organizations struggle with closing skills gaps?
Many companies cannot see a reduction in skill gaps or experience a wider mismatch between their talent and the needed skills. One core reason is that most companies don’t have a clear understanding of the skills their workers already have compared with the skills they’ll need to help the organization succeed in the future. Organizations struggle with closing skills gaps even as they keep investing in new learning programs and employees sign up for them.
Skills gap analysis
What is skills gap analysis?
Skills gap analysis analyzes bottlenecks related to skills and training that prevent the workforce from performing their tasks.
What are the objectives of skills gap analysis?
Skills gap analysis is undertaken for various job roles in different industries as it helps companies achieve the following objectives:
- Recognize the skills present in the organization’s talent pool and compare them to those that will be required in the future
- Make employees aware of the critical skills they will need to develop
- Recruit new candidates when current employees do not possess the required skills for the job role
What are the steps involved in skills gap analysis?
Skills gap analysis can be broken down into four main steps: identifying business goals, collecting data, analyzing or interpreting data, and implementing training plans based on results.
Skills gap detection
What is skills gap detection?
Skills gap detection is the process of figuring out skills gaps with the help of tests, evaluations, skills matrixes, and other tools.
Why is skills gap detection important in an organization?
By detecting skills gaps, HR leaders can get an overview of which departments or teams are currently lacking the requisite resources to meet their KPIs. They can also plan for their recruitment strategy. Rather than reactively bringing in new hires when a need emerges, HR leaders can see current skills gaps, predict future ones, and create plans to ensure these gaps will be filled.
Moreover, conducting analysis will start the conversation on training employees in skills they need to make them more productive and efficient in their current roles. When HR leaders fill skills gaps accordingly, they will ultimately be able to use their future-ready workforce to accelerate innovation and reduce time to market.
What is the main advantage of using AI-powered processes for detecting skills gaps?
Using AI for gap analysis can help to create employee profiles accurately. With the help of such analysis, HR leaders can get exact information about every employee’s unique context, like their skills, capabilities, and talents, analyze gaps that may arise in specific roles. This unleashes hyper-personalized career guidance for every employee without the typical costs that incur while doing the same through manual paperwork.
What is skills transparency?
Skills transparency allows HR to overview available skillsets in the organization and make informed HR decisions based on that data.
Why is skills transparency needed in an organization?
When an organization incorporates skills transparency with their employees, they tend to be more successful in several areas, demonstrating increased employee engagement, a stronger company culture, and transparency that fosters a work environment in which employees can communicate freely.
How does skills transparency lead to employees’ career progression?
Skills transparency is practiced by agreeing on what skills and competencies are available and needed in every job. Employees and managers across the company have clear visibility into career progression. Focusing on competencies minimizes biases so employees can be confident in their career progression. This kind of career visibility keeps employees engaged, motivated, and eager to move forward within the company.
Strategic workforce planning (SWP)
What is strategic workforce planning?
Strategic workforce planning is a process that prepares companies to respond in advance to continuous and inevitable changes in the workplace.
Which areas can be improved through strategic workforce planning?
Strategic workforce planning provides market intelligence for organizations to enable informed decision-making related to:
- Changing customer needs
- Workforce demographics: retirements, remote workers, globalization, etc.
- Closing knowledge and skills gaps
- Succession planning, talent management, and people development
- Workforce deployment and flexibility
- Recruitment and selection
- Learning and development
- Organizational agility
- Maintaining DEI initiatives
How does strategic workforce planning benefit an organization?
Strategic workforce planning helps an organization predict its hiring needs for the near future and the long run, ensuring it has the best talent when required. It takes care of unforeseen circumstances by developing contingency plans.
What is succession planning?
Succession planning is an organized effort by HR to ensure that the organization’s leadership is being developed for future roles and encourage individual advancement. The organization must always prepare employees so that no key position is left open for too long.
How does succession planning benefit the organization?
An important aspect that contributes to the long-term success of organizations is having competent successors ready to step in and take over when a key employee leaves. The longer the key position is vacant, the more time important business decisions can take to be implemented. Succession plans are not just for top-level executives; the best succession planning programs prepare leaders and managers at multiple levels.
How does succession planning promote employee growth?
A succession planning program identifies clear career opportunities and next steps for employees. Over time, they take on more responsibility, build new skills, gain recognition within their teams and the company, and increase their value to the team. Succession plans may offer specific, valuable growth opportunities for employees interested in the management track that they could not find at another company.
What is supply modeling?
It is an AI-powered process of analyzing and predicting the supply chain’s capabilities.
What does supply modeling mean in HR?
Supply modeling in HR estimates the supply of human resources after considering the analysis of current human resources inventory and future availability. For supply modeling, HR leaders need to consider:
- Internal supply of human resources available through transfers, promotions, retired employees and laid off employees, etc.
- Source of external human resource supply and labor force availability in the job market.
How can you measure your competency framework?
The most common method for measuring a competency framework is a 360-degree assessment. In this method, employees first rate themselves on their performance at work. Second, superiors or managers are asked for employee performance feedback. Finally, the average of both assessments is taken to determine which areas employees should work on to become more effective.
Internal job market
What is internal job market?
The internal job market is a system for hiring employees within the organization’s talent pool to fill vacant positions and provide employees with career growth opportunities.
What are the advantages of the internal job market?
Creating an internal job market lowers the level of risk for high organizational employee turnover. HR leaders hiring internally know employees well and know how they perform in their respective roles. This means HR leaders know what to expect from employees. The cost of onboarding and background checks is eliminated. And with an internal job market, employees can expect to grow and prosper in their careers within the organization. Hiring internally means employees will be more loyal as they know they can grow within the organization.
Why do you need an internal job market?
The main reason for the internal job market is to learn about the strengths and weaknesses of existing employees.
Internal talent marketplace
What is internal talent marketplace?
An internal talent marketplace is an AI-powered platform that connects employees with internal projects, etc.
What are the benefits of an internal talent marketplace?
Internal talent marketplaces are technology platforms that link available resources in the organization with available opportunities. These platforms help to identify the right employees with jobs and projects available in the organization. They also facilitate training opportunities to develop employees so they can take up new challenges.
How can HR leaders ensure a thriving internal talent marketplace?
To optimize existing talents within the organization and establish an efficient internal talent marketplace, HR leaders must:
1) Select a platform that meets the organization’s demands and aims
2) Encourage all managers and employees to adopt and use the platform
3) Boost internal employee mobility by creating an agile organizational structure that supports an internal gig economy