Skills-Driven Workforce Transformation

The future of work is driven by skills. People used to be defined by the qualifications or job titles present in job descriptions. Now, they are defined by the skills they possess. But how can organisations develop their workforce and implement skills development strategies that genuinely reflect the skills dynamics of the fast-changing labour market, if their organisational design is still defined by one-dimensional qualifications and often outdated job titles?

Enter a totally new workforce paradigm: one where your job architecture is mapped to the skills-based realities of the modern labour market, and updated regularly to take account of the rapid pace of labour market change.

Implementing a skills-driven approach to your workforce is a huge challenge. But our ready-made Skills, Occupations, and Job Titles Taxonomies mean we have all the components to do the heavy lifting for you - transforming your workforce data to a skills-based job architecture in a fraction of the time, effort, and heartache it would take to do it yourselves. Here are the 3-steps we take - imagine that we can do this for ALL your job roles.

•

Step 1: We'll normalise your job roles to our occupation taxonomy or standardised job titles;

•

Step 2: We'll map these normalised roles to our broad skills categories;

•

Step 3: We'll build out market-optimised common and specialised skills for each role.

The Return on Investment opportunities of embarking in workforce planning using skills are numerous. Here are just some of the most impactful in terms of planning, deployment strategies, and talent management and acquisition:

•

Creating self-evolving, dynamic, job architectures;


•

Developing a holistic view of your workforce's skill sets and skills gaps to improve employee engagement and retention;


•

Benchmarking skills profiles against your competitors;


•

Making better, more informed hiring decisions;


•

Optimising succession planning for key personnel.