Skills-Based Job Architecture
Become a future-ready company with a dynamic, skills-based view of your workforce.
What is a Skills-Based Job Architecture?
The future of work is all about skills. Whereas workforces were once defined by the qualifications and job titles of employees, they are now increasingly defined by the skills those employees possess. Yet the vast majority of organisations cannot actually define the skills within their workforce, or the skills they need to add to ensure future success. The reason? Their job architecture is still based on the old model. The result? They are unable to keep up with the pace of change and therefore face growing threats from competitors who have got this figured out.
Enter a totally new workforce paradigm: The Skills-Based Job Architecture. By using our world-class Occupation Taxonomy and Skills Taxonomy, we can transform your existing static job architecture from an outdated model based on job titles, to a dynamic, ever-evolving Skills-Based Job Architecture. What's more, we can also help you integrate this within your HRIS, and connect it to our unparalleled Job Posting Analytics and Profiles Data, giving your company global workforce insights in real-time, enabling you to stay well ahead of your competitors.
Case Study:
Pernod Ricard
We worked with one of the world’s leading premium spirits companies, Pernod Ricard, to reshape their entire internal skills architecture for almost 20,000 employees across more than 60 countries. Find out how we achieved this huge undertaking and how it has given them a genuinely 360-degree view of the skills they have across the organisation, enabling them to respond to the increasingly dynamic challenges of talent management, optimise roles, and plan for the future.
How do we build a Skills-Based Job Architecture?
Although building your own job architecture is relatively easy, albeit time-consuming, ensuring it has the agility to remain relevant in today's fast-changing labour market is really hard. The optimum solution would be to connect your job architecture to real-world skills, which can be updated when new, emerging skills enter the workforce. However, creating this kind of Skills-Based Job Architecture presents a huge challenge. Unless you start with Lightcast.
Our ready-made Occupation Taxonomy – covering over 1,800 specialised occupations – combined with our ready-made Skills Taxonomy – featuring more than 33,000 real-world skill terms – means we have everything needed to transform your workforce data into a Skills-Based Job Architecture in a fraction of the time and effort it would take you to build it yourselves. Check out the graphics below, which show how we do this in three basic steps: firstly, normalising your internal job titles to the language of the labour market; secondly, mapping them to real-world skills; finally, connecting them to our treasure trove of real-time insights. Although we've shown how we do this for one job role, imagine being able to do this for every role in your organisation!
Case Study:
Providence Health
We worked with Providence Health & Services, to bring clarity to their job architecture of 120,000 employees working across more than 50 hospitals and 1,100 clinics. Partnering with Lightcast has given them a common language across their job architecture – a true Rosetta Stone of jobs and skills – from which they can far more effectively understand their talent needs, close critical skills gaps, and look for talent outside the sector that they can look to upskill into more specialist roles.
What can we offer your company?
The potential benefits to your company in transitioning to a Skills-Based Job Architecture are huge. From developing a holistic view of your workforce's skill sets and skills gaps in order to improve employee engagement and retention, to benchmarking skills profiles against your competitors; from making better, more informed hiring decisions; to feeding into your Learning & Development programme to upskill your employees.
However, embarking on this journey may seem daunting, and you may be wondering where to start, or struggling to see how you could implement this in your company. No problem! We've broken the Skills-Based Job Architecture journey into seven services we offer, via a mixture of consulting, APIs and software. This means you can do anything from starting with an analysis of skills or hiring trends, all the way to a full Skills-Based Job Architecture integrated into your HCM platform, such as Workday and SAP, and connected to our world-leading jobs and skills insights. Check out the seven services below, and then come and talk to one of our experts about how we can help you.
Case Study:
One Model
One Model, a leading People Analytics platform, combine Lightcast’s taxonomies with a client’s internal data, to create a single, holistic view of their workforce. By standardising internal job titles to the external labour market using the Lightcast Occupation Taxonomy, and connecting these roles to real-world skills using the Lightcast Skills Taxonomy, One Model unlocks Lightcast’s powerful job posting analytics for their customers, enabling them to analyse these roles and skills across the globe.
