Every organization wants to develop and re-skill their workforce. Organisations wants to grow their people and their business, but many of them lack a fundamental understanding of the skills they have and the skills they need. Skills Ontology effectively tackles this issue heads on. What are the solutions available? Check out which are Skills on Cloud solutions? It is also termed as skills on demand or skills on cloud. Example usage of skills ontology : EU- DISCO.
A skills ontology, therefore, offers maximal support both for job seekers and employers. When it is integrated into a job platform, it allows users to get the search results they are looking for without having to worry about their search criteria. The use of this dynamic talent management platform has the potential to be a game-changer in HRM.
Its applicability lies in the many changes it brings to HRM including recruitment, workforce management, learning management, skills analytics, career planning, and macro-level planning.
Some of the applications of skills ontology in HRM are –
• The rich data on skills and proficiencies of people and job descriptions forms a vital resource for the HR community. They are now able to draw better inferences through analytics and thus can make a better impact on businesses and operations.
• Mapping skills and proficiencies to specific jobs makes the recruitment process faster, easier and precise. Organizations can map skills and proficiencies of direct and indirect employees thereby creating a skills inventory for the organization and perform analytics for decisions on deployment and sourcing. The skills ontology will have the ability to provide more comprehensive talent matching and recommendations. For example, a hiring manager searching for a candidate with a competency in website design would also be provided a candidate with python programming and java script programming skills.
Today’s skills gap has every business leader thinking about how they can better develop and re-skill workers. Based on the job level and employee level skills profiling, the skills gap can be analyzed at the individual, organization unit and organization level. This will help in better planning of the learning and development activities. Using the data from skills ontology of jobs and people, organizations can identify the skills gaps of the individual with respect to their current job or with that the individual aspires for or that the organization plans for them in the future. This whitepaper is about skills ontology, who are the real providers, or similar providers, ‘we also do skills ontology providers” I have not prepared the market sizing and market leaders, since is a new market.
Skills Ontology is fast becoming the core of the human capital system and is truly going to be the future of HRM. Skills ontology and skills management applications provide for a quantum improvement in the skills data quality across the global talent landscape, which is the key to maximizing human capital. It tells you how to hire, whom to hire, skills chasm that needs to be filled, future career needs, ways to improve performance, and it reveals the organization’s strengths and weaknesses.
From recruitment to re-skilling during a re-organization, skills ontology can give power to your leaders to make critical decisions regarding workforce recruitment and development. This is an interesting and important trend in business, technology, and HR, that helps to do strategic planning on human capital more effectively. Skills Ontology will serve as a foundation for talent marketplace functionality aimed at effectively connecting people and organizations with jobs, development opportunities and future workforce plans.