A skills gap analysis is used to identify the employee or team skill gaps through Self-assessments and Peer-assessments, whether qualitative or quantitative analysis. The objective of this process is to identify any discrepancies between the current skill level and the required or suggested.

SkillRank is how Ibbaka estimates a person’s level of expertise on a specific skill. Bayesian methods are used to estimate both competence and our confidence in the evidence. Various forms of evidence are used to estimate expertise of which the most important are social proof.

Competency frameworks and competency models are an important way to organize the skills needed to perform work and achieve goals. They frame the relationships between all the different things used to describe jobs and roles and connect them to performance. Competency models can seed the development of a skill graph and can also be used as a lens to look into a large skill graph.

More and more companies are investing in skill management platforms. Virtually any company that relies on the skills of its people to deliver services, develop innovations and create value for its customers need to be able to answer critical business questions on skills.

Categorization is a fundamental cognitive ability - something that is critical in almost any human thought. Deeply rooted in philosophy, it is present in nearly every human activity. We love to organize things, sort them and apply labels to every box. How are we going to categorize skills?

Typing "Skill Graph" into Google produces many results. So, what exactly is this Skill Graph that talent and skill management companies talk about. Regardless of the approach, Skill Graph focuses on relationships between all sorts of things - from Skills to Roles, Experiences and Learning.

Role Coverage and Skill Coverage play a vital part in the insights generating function of the Ibbaka Talent Platform. It gives both individuals and managers a view of strengths and weaknesses and, above all, opportunities for improvement. Organizations need to measure role coverage to know if they can achieve their goals.

When a current workforce's skill set doesn't align with the skills required by their job or a role, we have a skill gap. Despite the negative connotation associated with the meaning of a "gap," this is a good thing. This mismatch opens an opportunity for individuals, as well as companies, to improve.

There is a natural tendency to organize or categorize. To help us sort the skills on the platform, we created the following categories: Foundation, Business, Design, Technical, Social, Tool, Domaine and Other. We also use another grouping to deepen our knowledge and inform the Skill Graph. These are Complementary, Associated and Connecting Skills.

The KSA model is used to define the requirements for a job or position, allowing employers to compare candidates before selecting. Let’s find out more of how Knowledge, Skills, and Abilities or Attribute support a successful role placement.

Business roles are positions that have specific sets of responsibilities. Can you play many roles while being in the same job? How vital are well-defined roles in the current economy? For Ibbaka, Role is one of the Core Concepts deeply rooted inside the platform.

Core Concepts: Critical Skill On Ibbaka Talent platform, we categorize them as "foundational skills" - the skills necessary for learning or supporting other skills. Skills that allow us to think independently about something objectively and critically expressing thoughts, ideas and beliefs in a way that is easy to understand.