Connecting various Skill Perspectives
Skill management has gained a lot of attention since more and more decision-makers have the topic on their radar driving it forward in their organizations. In supporting clients along this way, we’ve noticed one thing in particular: The use of skills in different formats and contexts is more complex than one might initially expect and requires further discussion. For example, the following question often comes up:
Is it sufficient to distinguish employee and organization skill perspectives only?
In this blog post, we want to share a more detailed view regarding possible perspectives and relevant skill sets. From our experiences with different clients, we found the following simple graphic quite helpful for a fruitful discussion:
Different perspectives lead to different skill sets with varying use cases, added values, and update cycles.
Bringing and keeping all those perspective on skill sets together under ONE company specific skills ontology is a challenge – but necessary for consistent skill management along the employee lifecycle.
The following example describes how skill sets are connected
Anna works in her company as an IT Help Desk employee. All members of her team have certain skills they need for their work as IT Help Desk employees. These skills are described in the skill set associated with their job role. Since every employee acts as an expert for different customer problems, each position has a skill set that specifically describes the skills required for the individual task (like infrastructure vs. application support). This is also the case for Anna’s job.
After four years doing her job, she wants to move forward in her career. Like many of her colleagues, Anna has created a skill profile in which she describes all her skills. On an internal talent marketplace, she discovered a job as an Agile Coach, which sounds interesting to her. The internal job posting of that position also lists the requested skills employees need to work as an Agile Coach. Together with her manager, she draws up a plan to build up the missing skills via suitable trainings offered in the learning system. A few months later, she applies for the position and gets hired.
A brief recap of this blog post
The world of skill management entails many contexts and logics that are difficult to comprehend at first glance. To understand how skills may be used in an organization, it helps to see skills from various perspectives: employees, positions, job roles, trainings, and job postings. Exemplary use cases like the one above are useful to visualize the connections.
- Dr. Ralph Köppen
- Managing Partner