Skill management is emerging as the core responsibility of HR and talent management organizations. It involves answering key business questions around the skills available in an organization, how they are being used, the skills needed for the future, and how to bridge skill gaps. Individuals also need to take ownership of and manage their own skills.

HR leaders have a strategic role to play in supporting a business model shifts and the transformations required. How does this apply to skills and competency management? Let’s unpack the ways a competency model can be applied to enable transformation. 

Industry shifts trigger disruption and can happen any time. Many amazing businesses will not survive the current shift, some amazing businesses will find opportunities and new ways of working. We examined those that accelerated capability development to drive meaningful and valuable outcomes for our communities - which skills have emerged, which skills will be strengthened and which skills endure.

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.

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