SKILL INVENTORIES: A STRATEGY FOR BALANCING TALENT NEEDS

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Frequently  Asked  Ques0ons  

Skills Inventories: A Strategy for Balancing

Talent Needs

Today’s Agenda

•  Introductions

•  Today’s Workforce

•  Key Challenges

•  Skills Inventory for Success

•  Key Take Aways

•  Questions

Introductions

David Shaw North American SME, Skills &

Competency Solutions

Jeremy Spake Principal Consultant, Performance &

Compensation, Leadership and Advisory Services

Cornerstone OnDemand IBM Talent Management Solutions

8

Work has Changed

WHO

WHAT

WHERE

WHEN

HOW

Skills are the new arms race …nearly 70% of global organizations feel they lack the required skills to compete….

But which Skills ?

9

1.  Performance reviews ARE NOT skill reviews

2.  Make SURE you are not confusing employees

3.  You want employees to WANT to be open for developing knowledge & skills

Emerging Trends

10

Emerging Trends

Emerging • Annual Event

• Corporate Learning Programs

•  Emphasis on Appraisal

•  Tenure-based

•  Experts Push Training

Traditional • Ongoing Feedback

•  Personalized Learning

•  Emphasis on Development

• Development On-Demand

•  Employees Pull Training

11

2017 Priorities

12

Understand & Retain Your Employees

Source: HCI Internal Mobility Research 2014

47% Easier to find

jobs elsewhere than to stay.

89% Less expensive

to hire from within.

86% Faster to hire from within.

60% Promoted employees

perform better.

13

Performance Management & Skill Development Philosophies

Best Practice Considerations

Context is critical

Develop the whole person

Treat development as a journey

Service promotes purpose

Source: 2016 Brandon Hall Group Performance Management Approach (n=269)

49% OF ORGANIZATIONS SAID

THEIR PERFORMANCE MANAGEMENT PHILOSOPHY

IS BASED ON DEVELOPING EMPLOYEE STRENGTHS

14

Why Have a Skills Inventory ? • A skills inventory helps organizations and employees understand the skills they have versus the skills they need.

• A skills inventory conversation creates a comfortable environment for managers and employees to discuss knowledge, skills and ability with honesty and without fear of reprisal.

• An honest view of ‘skills reality’ provides the necessary baseline for business planning and development.

15

What’s in a Skills Inventory ? • Support Different Types of Skills

•  Soft Skills, Leadership Skills, Technical Skills & Digital Skills ü Understand the unique combination of skills required across jobs ü How employees measure against them allows HR, managers and

employees themselves to understand role fit.

• Do Employees Have the Required Skills to Succeed? •  Whether employees need development or have mastered success,

the same skills framework provides a plan for growth – a virtual career GPS to guide them.

• Have a consistent measurable approach + model to collect Job/Skill data & proficiency measures (competencies).

16

What is a Job/Skill Taxonomy ? The IBM Definition

Industry/ Framework Job Families Job Profile

Competencies and Skills

Interview Questions

SMART Goals Development Statements

Coaching Tips

Learning References

Job

Job Description

4 Key Responsibilities

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Have a Skill Architecture and Details

Business Budgeting, Business Ethics, Customer Focus, Industry Knowledge, Knowledge of Organization

Individual Accuracy & Attention to Detail, Analytical Thinking, Collaborating, Confidentiality, Initiative, Problem Solving

Management Delegation, Internal Resource Coordination, Managerial Courage, Producing Results, Staff & Career Development

Skill Examples:

Leadership Accountability, Analytical Approach, Communicating for Impact, Strategic Thinking, Visioning

Functional/Technical Cyber Security, GSM Technologies, Network Capacity & Mgmt, GAAP, Tax Regulations

5 categories of Skills: Business – 45 Individual – 42 Management – 23 Leadership – 41 Functional/Technical – 1860

4 Levels of Proficiency with 21 unique behavioral descriptors for action oriented skill observation, evaluation and communication. 1= Basic Knowledge 2= Working Knowledge 3= Extensive Knowledge 4 = Subject Matter Knowledge Importance of Each Skill: High, Normal, Low.

Skills….have various types available

Skill Proficiency Levels (1 to 4)

•  Mapped to each competency/skill: •  Learning References (5-15 per skill) •  SMART Development Goals (3-5 per skill) •  Coaching Tips (3-5 per skill) •  Interview Questions (3-5 per skill)

Skill Accelerators

IBM Kenexa Talent Frameworks Provide Current Jobs/Skills & Prepare for the Jobs/Skills of the Future

•  What are IBM Talent Frameworks? •  Ready-to-use job taxonomy and skills library

with Industry-specific job descriptions and responsibilities, core competencies and behavioral-based proficiency statements, for functional and technical skills

•  What do the IBM Talent Frameworks Provide?

•  A blueprint for your workforce with clear identification of the specific functional and technical skills needed for jobs in your industry

•  Best practice content for each job and skill, including interview questions, coaching tips and learning resources

•  Data to understand skill gaps and make informed decisions for hiring, learning and workforce optimization

Only IBM can provide industry benchmarks

across 3000+ job profiles and 2000+ associate skills that have been

curated/extended over 30 years for 16 industries

The ROI of Having the Right Talent in the Right Job a)  Overall Turnover: 10% Reduction

b)  Employee Productivity: 14% Improvement

c)  Learning Engagement: Up to 189% Improvement

d)  Quality of Hire: 17% Improvement

e)  Onboarding: Faster

f)  Recruiting Costs: 12% Reduction

g)  Compensation: Link Pay to Skills & Reduce Job Titles

IBM Kenexa Talent Frameworks have provided on

average an 80% job fit right away. Clients say: “IBM provided the GLUE and consistency for

job data between systems”

20

Does your organization have a defined skill

architecture?

A)  Yes

B)  No

POLLING QUESTION #1

21

Does your organization have defined skills by job?

A)  Yes

B)  No

POLLING QUESTION #2

22

Organization •  Trend of “check-ins” will drive

development discussions

•  Employees at the intersection of career management and development

•  Provide leadership opportunities early in career

•  Hackathons – collaborative development

Talent •  Invisible Learning &

Development

•  Digitize

•  Reduce levels in your job architecture – reference market trends

•  Looking at the past and providing guidance for future (windshield)

•  Ensure efficient operational processes

People & Skill Development

23

Skill Development is Imperative

Of businesses report that they still don’t have enough talented executives

Source: McKinsey & Co. Education to Employment 12/2012. Bersin by Deloitte, Developing 21st Centruy Leaders 11/2011

24

Has your organization applied skill inventory data towards skill gap analysis & development ?

POLLING QUESTION #3

A.  Yes, for up to 25% B.  Yes, for up to 50% C.  Yes, for up to 75% D.  Yes, for all E.  No

25

Case Study: BAE Systems

26

Case Study: BAE Systems

Case Study: Orlando Health Hospital

Business Challenge

•  Drive talent development and retention in fast-changing clinical environment

•  Looked for a rapid, cost-effective way to manage competencies for healthcare team members

•  Build a centralized competency library to help attract, retain and develop talent

Business Challenge

Business Challenge

•  New and more stringent waves of regulatory reporting requirements

•  How do we best support our talent in a changing industry?

•  Moving from a manual process to electronic

•  Needed a robust, comprehensive competency library

Staying Ahead of Changing Industry

Business Challenge

•  1,500 job codes to be evaluated

•  Convert from paper to electronic format

•  Learning, Performance, and Succession modules

•  Tied to Introductory Appraisal (Performance Task)

How did we meet this challenge?

Identifying Competency Content

•  Utilized IBM-Kenexa Talent Frameworks Job Skill Libraries •  Comprehensive competency library •  Healthcare Jobs (clinical and non-clinical) •  IT Jobs

•  Orlando Health job codes mapped to IBM library by Compensation

•  Validation sessions with Talent Management •  Proficiency levels for each competency

Identifying Competency Content  

Assignment through Cornerstone

•  Files saved to Orlando Health V:Drive •  Uploaded to FTP site •  Competency bank and competency models are

configured •  Create Observation Checklist •  Assign by job code

Assignment through Cornerstone  

Business Benefits to Orlando Health Hospital

•  Reduces manual administration requirements and facilitates compliance

•  More accurately assesses validation of job specific competencies

•  Ease of use for reporting capabilities & Audits

Winning Approach for Success Skills & Competencies with Cornerstone and IBM

q  Create consistent job definitions and skills (with measures), reducing errors & have metrics

q  Empower recruiters with the defined Interview Questions that are linked backed to critical skills

q  Make faster, more informed decisions by accessing summary Skill results or detailed report from Cornerstone Performance & LMS; Results available as soon as the employee inventories skills

q  Provide employees and Managers with consistent job skill tracking & development

q  Provide Learning content that has been tagged with Skills thru the Cornerstone LMS

Tips for Success

Success Tip # 1

Provide Consistent Job Definitions. Standard job profiles that include High

Importance Skills for each role.

Success Tip # 2

Eliminate Guesswork of Skill Measurement. Skills should include observable measures of

behaviors & knowledge.

Success Tip # 3

Ready When You Are. Job profiles from over 16 industries to assess

employees using your chosen HR/Talent applications.

Thank You!

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