A Game Plan is critical to the success of any organisation, and HR is a crucial component. Strategic planning involves analysing the need for and availability of human capital in meeting the organisation’s goals and objectives. Creating and maintaining a skills inventory can assist HR in these efforts.
Skills Inventory is a collection of Skills, Education and Experiences of current employees. Organisations use these inventories to assess whether current staff can meet company goals. Understanding the company’s pool of existing skills/talents and future skill requirements aids in strategic planning efforts.
The following queries are on the minds of HR currently engaged in Skills Inventory Management drives:
• Which talent should be recorded?
• How to account for varying levels of skills?
• What skill data will be needed to meet the needs of critical projects, programs, and customers? • Where does our Critical Skill Inventory fall short, and by how much?
These questions must be directed as part of any Skills Inventory Management initiative.
Objective measures–are the missing links. In today’s smartest companies, decision-makers are recognising the importance and challenge of managing employee skills for bottom-line performance. The good news is capabilities are now managed efficiently as an essential business inventory. It’s been possible due to the development of new tools for delivering the missing link in Skills Inventory Management. A system for achieving unbiased measure enables companies to manage vital Employee Skills for measurable success.
What makes a Skills Inventory management initiative, improve business performance, and how do equitable grades fit in? A look at three essential components of inventory management provides an answer—
Below are three crucial elements for Skill Inventory Management–
Recruiting: Tracing the skills and abilities of current employees allows an organisation to identify skills gaps that can be filled by outside applicants. These inventories help guide hiring decisions that will ensure management has the workforce necessary to meet the present and future needs of the organisation.
Training: Skills Inventory can also detect Skills Gaps using Skills Gap Analysis for present employees and identify domain where skills need to be upgraded with training. This often happens when the introduction of new technology or processes keeps an organisation competitive in a changing market. Knowing what training is needed allows employers to budget for and determine appropriate training programs.
Planning: Planning ensures that an organisation has the right talent to function in the event of a vital employee’s departure. Creating and maintaining current skills inventories contributes to succession plans by identifying high-potential employees, matching them for future openings and determining training needed to prepare these employees for Future.
Skills Inventories should be reviewed continuously, and employers must encourage employees to keep their own skills catalogues updated. By doing so, employers support the success of their strategic plans and achievement of their company’s short- and long-term goals.
It’s Your Skills offers Skills Resources and Skills Management Applications around an extensive Skills Ontology. Make sure that your organisation’s approach includes each of the above essential components so that you can avoid many mistakes that have kept other skills inventory management drive from getting off the ground.
Log onto www.itsyourskills.com to learn better ‘Business strategic planning’.