Welcome to the new series of blog posts from new voices in L&D. I do this to help ensure we’re not just keeping in an echo chamber, which is very easy to do, and not just hearing from the same voices in L&D, which is also very easy to do.
In the first in the series, Nikolina talks about how we unleash talent by harnessing skills for talent success. The topic of skills in L&D/HR has been very relevant in recent years, and Nikolina helps to provide practical steps below on how to get started.
Nikolina is a learning and development professional passionate about HR technology as a people enabler. With extensive experience in helping organizations transform their learning and development departments, she currently works as a Customer Success Manager for a learning tech company in the Nordics. You can connect with her on LinkedIn here.
I don’t edit or amend the pieces being written for me. I’m not an editor, and that’s not something that matters for the purposes of this series. Each piece is submitted in the author’s own writing style. I’m also not fact-checking, unless there’s something that needs to be fact-checked.
Unleash potential: harnessing skills for talent success
Skills-based talent management might seem like an old topic. After all, it’s been on the corporate agenda for years. Yet, it’s surprising how many organizations are only now starting to consider this approach. The time has come to shift the narrative and truly empower your workforce through skills-based talent management.
Working for a learning tech company, I frequently receive questions from organizations about implementing skills-based strategies. Let’s start by addressing some of these common queries. Then, we’ll explore practical steps to get started on this transformative journey.
- What is the best way to do it?
Start by focusing on the specific problem relevant to your organization. Identify the challenge that needs to be addressed for your business to succeed. For instance, if your sales team is underperforming and experiencing high turnover, work with the sales leadership team to build a skills model. This process can help you understand the current skill levels of your salespeople, identify any underlying obstacles, determine if the team structure needs reorganization, or assess whether new hires are necessary.
There is no one-size-fits-all approach to becoming a skills-based organization. Skills are a tool to help you solve problems, so it’s crucial to have a deep understanding of why you are implementing a skills-based approach. Let this question guide your entire strategy.
- What kind of taxonomy (library) should we use?
A skills taxonomy is a structured list of all the skills within the organization. Utilizing AI to assist in creating this taxonomy ensures comprehensive coverage. With powerful AI engines available, they can quickly scan employee data, such as job roles, to efficiently build and maintain your skills library.
I’ve observed organizations spend years developing their own libraries, only to discover that many skills have changed by the time they are launched. Instead of laboring over manual processes, work smarter by employing AI to manage your skills library. AI significantly reduces administrative workload, enabling more dynamic and personalized skill tracking.
Also, AI aids organizations in adapting to the evolving skill sets of their workforce, ensuring agility and responsiveness to change. Embracing AI for skills management not only streamlines operations but also enhances organizational effectiveness.
- Do we need to define critical (required) skills for every role?
Begin by defining the required skills for a specific department or critical roles essential to achieving your business objectives. Start small, set clear milestones, and prioritize the areas that need immediate attention. Some positions benefit more from a flexible skill set that allows for growth and adaptation. By maintaining flexibility in defining certain roles, you provide employees with the opportunity to develop and innovate.
- How do we promote skills in our organization?
You need to establish clear change management and communication strategies. Ensure your key stakeholders understand both the benefits and the process. Focus your message on “What’s in it for me?” Highlight how employees will benefit from sharing and assessing their skills. Explain the advantages for managers and other relevant HR departments as well.
Practical steps to get started
So, how do you get started? Here are some practical steps:
• Identify key areas: Start by identifying the key areas where a skills-based approach can make the most impact. Focus on roles or departments that are critical to your organization’s success.
• Leverage technology: Invest in AI-driven tools that can help you map out and manage skills within your organization. These tools can provide insights into existing skills and identify gaps that need to be filled.
• Create a flexible framework: Develop a flexible skills framework that can evolve over time. This framework should allow for the continuous development and assessment of skills, rather than a static list of requirements.
• Engage your people: Provide opportunities for training and growth that align both employee interests and the organization’s needs. Encourage them to take ownership of their skill development.
• Monitor and adjust: Continuously monitor the effectiveness of your skills-based approach. Collect feedback and be prepared to adjust as needed. This ensures that the approach remains relevant and effective.
Focus on these steps and create a more dynamic, adaptive, and skilled workforce.
