Alexis Katigbak is a Senior Product Manager at TeamFit. See her Skill Profile. “The basic idea of deconstructing work has the potential to change everything HR.

Redesigning the job architecture has become part of implementing a new HRIS. These architectures are hollow shells without a rich skill and competency model.

When running analytics on skills, one of the biggest challenges is accessing the data. Let's explore why a system of record for skills and capabilities makes sense, where data exists, where it's needed and what talent management systems are enriched by it.

Put skills at the centre of talent management. Pay attention to internal mobility. Think in terms of shared data ownership. Use multiple competency models.

Skill and competency models are often used to shape learning and development strategies. The conventional process is to find the skill gaps and address them, but can we go beyond that? If so, how?

A Competency Model that combines a top-down approach with bottom-up unique skill signature has a good chance to deliver instant value.

In the future, will competency models need to cover robots? Should competency models focus on processes or outcomes? Blending learning takes on a new meaning.

How we can connect a competency model with a top-down approach with a bottom-up approach? New insights are generated by the combined approach.

The team at Imperative has developed a compelling model of purpose - Relationships, Impact and Growth. How does this map to skill management?

The HR Transform conference in Las Vegas in April 2018 is a good opportunity for HR leaders to convene and explore how the changing nature of work will change HR.

Measuring employee engagement will not lead to long-term improvements. Employee engagement is hard because it requires two-way communication and commitment.

The hiQ Labs vs. LinkedIn case has important implications for how personal data is owned and what can be done with it. HR and talent leaders should follow this.

Employee engagement is about helping people to realize their potential. Surveys and rewards are window dressing. They do not get to what is essential.

Employee engagement was a hot topic at HR Tech 2017 in Las Vegas. What are the real enablers of engagement? Do current applications & platforms support these?