Skill-Based Organisation – A Quick Guide for Transformation
Current Organization Structures and Limitations
Broken Talent Management: How Traditional Systems Hinder Employee Growth and Innovation
A few of the challenges faced by role-based organizations:
- Incomplete and out-of-date employee skill profiles - The skills and expertise available for employees within the company are often inaccurate, insufficient, and not updated regularly. The limited available data is scattered across various systems and cannot be leveraged well.
- Reactive Talent Development - Traditional training programs and generic online learning resources often fail to address individual needs and emerging skill gaps, limiting employee growth and organizational agility.
- Limited Career Visibility - Employees do not have a clear visibility of career paths or an understanding of how to navigate career development, leading to disengagement and frustration.
- Ineffective Internal Talent Marketplace - Employees cannot find new opportunities through the existing platform as it is discovery-driven for employees, and there are no proactive alerts for employees for internal growth opportunities. Furthermore, the employee-to-job match mechanisms are ineffective and restrictive for talent to flow within with mobility opportunities.
Solutions for Overcoming the Limitations of Traditional Talent Management Systems
Building a Future-Proof Talent Strategy: The Power of the Skills-Based Organization Framework
To transform into a Skills-Based Organization (SBO), enterprises need an auto-evolving role-skill framework that generates, evolves, and adapts to the continuously changing roles and skills context of their industry and powers one integrated, adaptive platform to simplify and future-proof the way talent is acquired, deployed, managed, reskilled, grown, and retained. Transparently.
Challenge | Solution |
---|---|
Overcoming the lack of sufficient data and the administrative burden of data collection | Automated Skill Profile Generation |
Reducing subjectivity in employees’ current roles and skill requirements | Automated Employee Current Role Identification and Mapping |
Lack of guidance for employees about what to learn to be current role proficient and future-ready | Skill-Gap Identification and Reskilling Recommendations |
Lack of visibility of current open opportunities within the organization to convert learning into experience-building | Internal Growth Talent Marketplace |
How Spire.AI A Skills-Based Talent Platform Powered by Generative AI Helps Organizations Embrace the New Age Talent Management Solutions
Introducing Spire.AI Copilot for Talent, a full stack Talent platform powered by Generative Skills AI and the World’s First Domain Intelligent Large Graph Model (LGM) for Skills
Spire.AI provides a demonstrably enhanced employee experience with automated generation of employee skill profiles, real-time career development path simulations and reskilling recommendations, and an internal talent marketplace.
- Role-Skill Framework: This Auto-Evolving Role-Skills framework, fuelled by the world’s largest LGM for skills, is tailored to every industry & adaptable to changing business contexts. It serves as the single source of truth for role and skills data across the organization.
- Automated Skill Inventory & Profiling: An automatic all-round skill profile view for every employee in the organization built by aggregating and analyzing employee data scattered across the enterprise systems, reducing manual effort by employees and HR teams.
- Employee Career Paths and Reskilling: Unlocking employee potential with career path simulations aligned with aspirations, mobility opportunities, and future talent vision. Personalized reskilling plans for employees to navigate their chosen career path.
- Talent Marketplace & Internal Talent Management: A dynamic platform that continuously matches every employee to all open roles and recommends the right-fit jobs with proactive opportunity alerts, fostering internal mobility and enhancing talent utilization and retention.It also acts as an AI Copilot for internal talent management teams to maximize internal fulfillment through proactive planning of upskilling and effective succession planning to maintain a healthy pyramid and talent utilization.
- Talent Acquisition: This AI Copilot for talent acquisition is designed to optimize TA operating models, speed up sourcing, screening, and recruiting operations, and deliver exponential performance to recruiters and stakeholders.
Transformation to an SBO : Your Step-By-Step Guide Using Spire.AI Talent Platform
Spire.AI is a full-stack talent platform that unlocks significant benefits for organizations and employees through a skills-first approach. Organizations gain a data-driven approach to talent management, optimizing internal talent availability, upskilling /reskilling efforts, boosting internal mobility, and reducing recruitment costs.
Step 1 - Effective Role-Skill Mapping With Spire.AI Auto-Evolving Role & Skill Framework
Spire.AI’s innovative Generative Role-Skill Framework revolutionizes and standardizes how organizations manage roles and skills. The auto-evolving framework provides a unique and ready-to-use FCPR construct in which the roles and skills of each industry are compiled.
- Auto-evolving and avoids manual maintenance
- Complete with all the unique roles of the industry
- Ready to use and easy to adapt
- Customizable as per the context of the organization
- Agile catering to industries seeing rapid technology and business shifts
How Does Spire.AI Evolve its Role-Skill Framework:
Spire.AI’s role skill framework combines the Job Family-Skill cluster, Primary skill, and Role elements in an FCPR construct to define possible job variations.
Strength of Spire.AI’s Role-Skill Library
industry
Step 2 - All-Round Employee Skill Profile Generation
Step 3 - Employee Role Mapping & Validation
SKILL EXPERTISE ANALYZER™
Step 4 - Demand Skill Selection Using Role-Skill Framework
Step 5 - Skill Gap Identification and Reskilling Recommendations with Empollination
- Personalized Skill Gap Analysis - Spire.AI takes the guesswork out of reskilling by providing employees with a clear picture of their current skill set and how it aligns with their assigned role's requirements. The system automatically analyses each employee's skills, pinpointing areas where their proficiency falls short of expected.
- Skill Matching for Targeted Learning - Spire.AI goes beyond simply identifying gaps. It provides valuable skill mapping, highlighting:
- Exact matches: Skills that perfectly align with the role's needs.
- Adjacent matches: Skills closely related to the role and potentially transferable.
- Gap skills: Skills that do not match the role's requirements.
- Proficiency-Level Recommendations - The platform doesn't stop at identifying skill gaps. It delves deeper, recommending specific reskilling pathways based on the required proficiency levels for each identified gap. This ensures employees focus on the most impactful areas for improvement.
- Data-Driven Insights with the Learning Matrix - Spire.AI "Learning Matrix" simulator empowers employees to make informed decisions about their learning journey. By simulating different skill combinations, employees gain valuable insights into the supply-demand ratio within the organization. This allows them to choose highly sought-after skills, enhancing their career prospects while aligning with the organization's needs.
- Streamlined Learning Journey - Employees can easily "tag" skill gaps for learning, marking skills they wish to acquire for specific roles. Tagged skills go through a manager approval workflow, ensuring alignment of individual goals with the organizational goals.
- Seamless Integration with Learning Systems - Spire.AI seamlessly integrates with the existing learning management systems (LMS). When employees "Tag to Learn" a recommended skill, it automatically sends the information to LMS with their learning preferences, streamlining the personalized upskilling process.
Step 6 - Career Path Simulations and Reskilling Recommendations
- AI-powered Career Path Recommendation: Based on the employee’s current role and skills, the Domain AI engine recommends a curated list of Future Career Roles based on the role-skill framework adopted by the organization.
- Employees can explore both lateral and vertical growth paths, enabling them to visualize their long-term career progression within the company
- Multi-faceted Learning Path Options: Spire.AI empowers employees to achieve their self-development goals through a wide range of simulation experiences while simultaneously building the skills and capacities crucial for the organization's future.
- Self-Development/Aspiration-based path: Shows all the potential career growth path options based on the employee's role, primary skill, and adjacent skills, reaching up to 4 levels above their current role
- Mobility-based Path: Shows growth paths where there are current open demand offering exciting career mobility opportunities within the company
- Future Capacity-based: Shows growth path in areas where the organization is building future talent pipeline, thereby aligning personal aspirations with organizational needs
- In-depth Role Fit Gap View and Learning Journey: Employees gain detailed insights into the skill requirements for each role within their chosen career path. Employees can instantly see their skill matches, adjacency matches, skill gaps, and the number of demands open for each role, enabling informed decision-making for upskilling. Employees can choose the relevant skills and mark them as ‘Tag to learn’, and the learning journey for the current, lateral, or vertical role journey seamlessly follows.
- Aspirational path: Employees can choose the roles in lateral or vertical progression and save their aspirational career paths. This will be visible to Managers, HR teams, and L&D teams for training design and planning.
Spire.AI provides a consolidated view of the skills tagged to be learned by the employees so that L&D teams can decide on the learning design and training delivery. Since the learning is tagged against aspired roles, the HR teams have a view of the employees’ interest in learning and create organization-level interventions to keep the learning culture alive.
Step 7 - Creating a Vibrant Internal Talent Marketplace
- Matching Job Recommendations for Employees: Domain AI-powered talent marketplace matches employees with current jobs or future pipeline-building jobs based on skills and experience without bias.
- Highlights of Spire.AI’s Internal Talent Marketplace
- Intelligent matching of every employee to open jobs
- Instant alerts to fit-gap for all internal opportunities
- Visibility to the probability of selection for the job
- Configurable for Business rules as per organizational need
- E.g.: Allow employees to apply for jobs of the same level or 1 level higher.
- Allow Employees to apply for other Business unit jobs if aging in the current Business unit beyond a certain timeline etc
- Increased Mobility for Organization: The internal talent marketplace caters to fulfill open jobs, projects, group assignments, and any gig opportunities with talent from within the enterprise. It helps employee growth and retention.
Benefits of Shifting to a SBO: How SBO Will Help the Organization Sustain to the
Evolving Rapid Business and Technology Shifts
- Employee alignments to roles: Spire.AI provides transparent visibility of role skill requirements and hence enables employees to calibrate their knowledge and prepare for further learning
- Self-initiated learning: Spire.AI provides a platform for employees to learn their preferred skills at their own pace, according to their aspirational career path, and be prepared for growth opportunities.
- Learning-based growth culture: By providing managers, employees, and talent function teams with the relevant talent metrics and skill requirements, Spire.AI consistently allows for building an agile, future-ready workforce.
- Learning ROI: By aligning employee learning in the areas of demand for the organization, the investments are well directed towards growth, and employees feel engaged in contributing to the organization.
- Improved Performance & Innovation: A skilled and engaged workforce leads to better performance and increased innovation.
- Reduced Costs: Spire.AI can help reduce recruiting, training, and talent turnover costs substantially.
- Enhanced Employee Engagement: Spire.AI fosters a more engaged workforce by empowering employees to develop their skills and build careers.
- Marketplace & Talent Cross-pollination: Spire.AI helps unearthing hidden talent within your organization by matching employee skills to project needs. This fosters internal mobility and optimizes resource allocation.
- Skill Supply-Demand Ratio Insights: Get real-time data on your organization's skill supply and demand. This allows for proactive talent management strategies to address future needs.
- Future-Proof Talent Strategy: Spire.AI helps your organization adapt to changing industry demands and technological advancements by focusing on skills.
Real Impact from a Recent Implementation
One of the leading Fortune 200 Communications companies has implemented Spire.AI, gone through the defined steps above, and successfully transformed itself into a skill-based organization.
- Spire.AI replaced multiple disparate talent systems and has provided a single full-stack talent platform.
- The client uses all the Spire.AI modules.
- Employee profile builder where 100% of the employee’s all-round skill profile is visible to the relevant HR teams and managers
- Employee career development page where they can view the lateral and vertical career/learning paths, build their aspirational path, and tag skills to learn to realize their aspirations.
- Internal career marketplace, which has enabled employee mobility to growth opportunities
- Create demand calibrated for clarity in skills and job descriptions
- Talent Management page, which allows HR teams to view the best matching supply for all demand to maximize internal fulfillment
- Employee selection as per the desired operating model of hiring from within as first priority, diversity hiring priority, and deprioritizing expensive agency channel hiring
- A complete Applicant Tracking System that reduces recruiters’ effort by bringing the job posting through multiple channels, best candidate matches, end-to-end interviews, and feedback management
Success metrics for the implementation
- 99% of their demand is calibrated for skill clarity
- 90+% of the employees are mapped for the current role
- Agency hiring reduced to 1% from 30%+
- 3X increase in internal job application processing
- 5X increase in applicants matching demand
FAQs
What is a skill-based organization?
What are skills?
How does a skill-based organization work?
What are the challenges faced by companies transitioning to SBOs?
- Senior resistance, unclear skill needs, outdated tools, resistance to change.
- Skill visibility, data collection complexity, managing skill gaps & pay equity.
- Over-focus on skills, responsible use of AI & workforce data, and accuracy of predicting future skills.