Survey: Are Skills Relevant in 2016
Managers have to worry about many things. Making revenue and profit numbers, customer satisfaction and their Net Promoter Score, employee engagement, trends that could disrupt their industry … it seems endless. Should skills be on the list? Just how important is skills management? Will it impact business results?
Take this short survey to share your experience and ideas: just twelve questions plus an open-ended text box.
What is skills management anyway? Basically there are three aspects to solid skills management.
Understanding what skills you have in your organization and the talent network you rely on.
Knowing how those skills are being applied to get work done and deliver results.
Managing skill investment to ensure that you are developing the skill portfolio you need to deliver on your business goals.
In other words, skills management means you can answer a set of questions.
What skills exist in my organization?
How are those skills applied?
What skills do we have but are not applying?
What skills should we be investing in?
What skills are no longer relevant?
When you dig in to this you find that answering these questions requires more than a top-down skill taxonomy or competency model. What you need is a skill graph that maps out the relationships between skills, people and the work that gets done.
Gathering data for this graph is not easy. You can’t do it with performance reviews or periodic surveys. The skill graph is dynamic and changes constantly as new people are added, new skills emerge and new ways to connect skills develop, and the nature of the work being done changes.
This is the problem that TeamFit solves. We combine social and machine data to build a rich picture of the skills in your organization and your extended network. Without this data you cannot manage skills. And if you are not managing skills you are missing the most effective way to make your organization more effective and to drive services differentiation.
