What are the five key benefits of skill ontology in any employee focused organization
Organizations generally have the basic employee database such as age, gender, education qualification, previous work experience and salary structure. However, this demographic information may not be enough for the employers to find the skills of an employee, instead a brief note about the technical knowledge and the software skill of the individual is required. Thus, skill ontology is the database or list of data about the detailed skillset of the employees working in an organization.
Organizations use these ontology details to assess the existing employees, whether they have sufficient skillset to meet the future requirements. The complete set of details about the employees’ skill set, of both direct and indirect employees, can be considered for the decision making process during deployment and sourcing actions.
Each process may require specific set of skills. Hence by using the ontology data, the right skilled employee can be mapped for the particular job. This reduces the time taken for training the new staff to suit the particular position and enhances the skill set required for the process.
Skill gap analysis
Once the skills are databased, it can be used at any time for skill gap analysis. This allows comparing the skills based on the job level, employee level or organization level. Rather than collecting the data each time, skill ontology would help to have a permanent database that can be updated regularly according to the requirement.
Skill ontology shows the skill level of each individual employee. From this it is easier to find whether the employee needs a surge in their skill level and help them to improve their knowledge. By using these, training sessions, seminars can be planned according to the area where the employees need to improve.
By knowing the strong and weak points of their skills, the employees themselves will be able to spot where they stand. By using this data, they can adopt for a new career that matches their skillset rather than being in an unmatched job profile. They can also develop their skills in the weaker area and approach for a higher job position.
The HR management magazine in its article at 2008, mentioned that on an average replacing a employee costs 100% to 125% on their annual salary. Thus, employee retention is highly crucial for a organizations growth and development.