Talent Analytics

Gloat and Fuel 50 – creates a fully mobilized Talent Analytics experience and skills inference by looking at internal positions in business and also using models like IBM’s Talent Analytics Frameworks. The innovative AI-powered platform fosters personal development while driving growth in your organisation.

Gloat’s AI-powered talent marketplace compares career development, unlocks skills, and helps enterprises build a future-proof workforce.

Gloat meets the Internal Talent Marketplace—

*Matches people and opportunities

—With personal mobility, the employees are personally matched with a range of career opportunities such as part-time and full-time projects, mentorships and talent swaps.

*Helps managers discover internal talent

Inner mobility empowers managers with the visibility to find the right people for any opening, remarkably reducing time to staff.

*Seamlessly collaborative staff

Hiring managers and professionals collaborate and engage on the same platform to manage end-to-end internal selection and hiring process.

*Integrate with your HR ecosystem​

Inner mobility integrates perfectly with your HR, HCM, learning, performance, and IT platforms to provide richer experiences to everyone at your company.

But the challenge here is still that Gloat Skills Inference does not prompt the individual in expressing the context of a particular Skill type.

Whereas—–

Skills Ontology with— It’s Your Skills— 

*Establishes relationships between different categories of skills. Such an association of skills has an intense impact on the talent landscape, especially with positions that require diverse domain expertise.  

*It helps to add the soft skills, socials skills, attitudes, and behavioural attributes to Skills Profile.

*Skills Ontology appreciates the importance of contextual references, apprehends them within the ontology and triggers the individual in expressing the context of a particular skill. 

*Skills Ontology is matched at the backend. Knowledge, talent, competencies, and abilities of the employees are the most critical resources of any business. They are the real assets that form the base of the company’s success. 

*The rapid technological advancements in most industries has caused skills to be a key factor of focus. The need for new skills appears rapidly, while some others become obsolete, quickly. 

*A different set of skills, including social skills, will be needed of the workforce of the future and establishments must provide opportunities for learning, up-skilling, and re-skilling to meet them. 

*Skills ontology aims to reduce recruiters’ effort and time on the search while increasing the precision with which potential hires are found. 

*A Skills ontology can also be used to expose skill gaps and competency levels, to enable the search for people with specific skills. It can influence the requirements for training, education and learning opportunities as part of team building and career planning processes. 

Developing workforce capabilities – Why is Ontology important for skills? All these factors, in addition to recruitment of the right people to the right jobs, help in identifying the critical skills needed in a workforce by skills mapping. Talent Analytics identifying skill gaps and resolving them by implementing effective plans and relevant learning experiences are vital for workforce development in an organisation.

Skills Ontology from It’s Your Skills —covers almost all functions in various spectrum of industries and talent pools. 

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