There is more than one way to upskill your team and close skill gaps. Here are the five key approaches: Move people into new roles; Have people share roles; Provide upskilling opportunities; Hire in new people; Outsource. A role coverage and skill gap analysis can give you insight into how to close skill gaps.

Competency models, or given our focus at Ibbaka role and skill models, should not be static. They need to evolve in order to deliver constant improvement and to adapt to changing role design and skill requirements. The model, the data it organizes and the algorithms that deliver insights all evolve together.

Data graphs will change how organizations compete. In an open and connected world graphs that connect data in new ways will be the path to innovation. One of the most important data graphs will be the skill graph. It is through the skill graph with its ability to connect people that new services and business models become possible.

Role coverage and skill gap analysis relies on a role and competency model that maps roles in the work to the skills needed to execute on those roles. One question that often comes up is how granular the skills should be? We leverage some LinkedIn communities to help answer these questions and then looked at a practical example from our own business.

Innovation was once an unusual activity. It is now part of many people’s daily work and experience. The skills needed for innovation are more important than ever. How will you support your organization in understanding, developing and applying these skills?

Role coverage and skill gap analysis are a key business process that materially improves success in achieving goals and introducing new capabilities. Ibbaka has a simple solution for this process that provides immediate insights for individuals and managers. Skill surveys are not a once and done thing. Make a habit of skill surveys to see trends and test the impact of interventions.

Value-based pricing and value-based selling are key growth strategies and are especially important when it comes to introducing innovations. What are the common roles in value-based pricing? What skills are needed by these roles? If you are introducing value based approaches, you should test your role coverage and see if you have skill gaps.

How do you go about measuring role coverage and skill gaps at the organizational level? There are a series of steps one takes to do this. This post covers the key things you need to know if you have the right people and enough people for the critical roles that will drive growth.

Role coverage and skill gap analysis are needed to ensure that organizations can execute their strategies and achieve their goals. They also play a critical role when adding new capabilities or making a change in direction. They give the insights needed to build skills internally or to hire the right people.

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.

How can we achieve our 2022 goals? A focus on process and metrics will not be enough. We also need to make sure that our people have the skills needed to perform in their roles and that we have built the connections between people, roles, skills and the goals we want to achieve.

Wondering how to get insight into skill coverage at your organization? Join this short demo of the Ibbaka Talent Platform to see how you can answer critical business questions like “How deep is our data science capability?” “Who are the most likely candidates to fill an opening for a service design role?” “Who should we be developing to fill gaps in our succession plan?” Register here and view our previous demo.

Wondering how to get insight into skill coverage at your organization? Join this short demo of the Ibbaka Talent Platform to see how you can answer critical business questions like “How deep is our data science capability?” “Who are the most likely candidates to fill an opening for a service design role?” “Who should we be developing to fill gaps in our succession plan?” Register here and view our previous demo.