Current Situation
Static skill profiles for employees rely on irregular manual updates or annual reviews. Infrequent updating can fail to capture the evolving skill sets of the workforce, making it difficult to align talent with the dynamic needs of the business.
Static insights hinder organizations from matching quality between project needs and available skills, breeding deficiency and sacrificing opportunity value.
Goals and Objectives
Goals:
Source workforce skills gaps and redundant skills allocations and use cases in real time.
Strategically plan for how skills can be allocated in real time to optimize how OKR-related tasks are assigned with respect to employee goals and interests.
Build and support visibility into the skills and interests of individual employees.
Strategies:
Use continuous skills assessments and performance data to build evolving skills ontologies that account for required skills while adapting to the changing characteristics of the available workforce contextualized by OKRs and business needs. Train managers to source talent according to ontology insights.
Technology Deployed
Internal mobility
Skills marketplace
LMS/LXM
Dynamic skills architecture
Opportunity marketplace
Workforce planning and modeling
Talent intelligence
Use Case Summary
Adopt dynamic skill mapping to continuously update employee skills profiles and identify skills gaps with respect to more constantly changing OKRs and operating goals and structures.
Integrate skills analysis with training platforms, project feedback systems, and certifications systems, to provide a live snapshot of the organization’s talent capabilities.
Leverage insights from real-time, dynamic mapping between skills, competencies, goals, and interests to assign the right people to the right projects and ensure continuous talent development aligned with business needs.
Once optimal training opportunities are recognized, leverage AI to time promotion in the right format to the right employees at the right time.