How is your organization collecting and using data about skill gaps?
Brent Ross is Customer Success Manager at Ibbaka. See his skill profile here.
If your CEO came to you and asked, ‘does our sales team have the right skills to pivot to our value-based selling strategy?,’ how would you answer this question?
It’s becoming clear that organizations are in a race to gather, analyze and use data about skill gaps to ensure that their people are empowered to grow their careers and make an impact on growth.
The challenges and priorities related to maintaining useful data set on skills are many. We’ve recently launched a short survey that will help us and the survey’s respondents understand more about how data relating to skill gaps is being collected and used in organizations, as well as what they find most challenging.
Please take our survey on gathering data to understand skill gaps
The information we collect will help us all benchmark what we are doing, as well as help shape the Ibbaka Talent product roadmap.
We will be happy to share the results with respondents who give us their email address.
What is a skills gap?
You’re likely already all familiar with the notion of a skills gap at an individual level. This is where an individual is missing a skill or lacks proficiency in a skill to produce an outcome or perform a task.
Organizations can have a skills gap as well. These gaps come into focus when connected with a goal or performance target. An example of a skills gap for an organization is when a role or a group of roles require skills that are not well-developed in the workforce.
Why do leaders want insight into skills gaps?
Most businesses have the ability to understand where they need expanded or improved capabilities to support a strategic goal, including increasing headcount for certain roles. What they don’t necessarily know are things like:
How well does the current workforce match the skill requirements across a set of roles?
What are the given skill gaps any one individual may need to close to step into a role?
How is the organization or a group of individuals prepared to support key activities or behaviours?
When right data is aggregated properly (skills, assessments, peer assessments), it can become another source of insight to empower individual employees trying to map their career path and goals, as well as a boon to decision makers who need to make sure they have the right people to build existing capabilities or create new ones.
We are currently enhancing the capabilities of our Talent platform to help leaders aggregate and make use of data related to skills and skill gaps. A core part of our philosophy in doing so is to understand skills in the context of roles and the associated activities or behaviors that define the role.
What we hope to learn about skill data (and share with you)
Managing data related to skills and skill gaps at an aggregate level is still new to many organizations. As we investigate all the ways skill data is being used and the value it is creating we want to understand …
Your top priorities for using skill data? Why do you need it?
How people in different roles are thinking about the challenge of collecting and using skills data
Where are the biggest challenges in collecting, analyzing and using skill data
More posts on Role Coverage and Skill Gap Analysis
How should your organization measure role coverage and skill gaps?
Why Role Coverage and Skill Gap Analysis is Mission Critical
How is your organization collecting and using data about skill gaps? (this post)
How to Understand Skill Coverage for Key Roles in Your Organization - Ibbaka Demo
