- David Bernstein, VP, Big Data for Human Resources, eQuest
- Lynette Budhoo, Sr. Consultant, Human Resources Clinical Programs, Centre for Addiction and Mental Health
- Bobby Guhathakurta, Talent Deployment & Development Manager, Advisory, EY Canada
- Sharon Jobity, VP, Human Resources, Ontario Centres of Excellence
- N. Robert Johnson, Practice Leader, Workforce Communications
- Bonnie Langer, Senior VP, Human Resources, AGF Management Limited
- Dirk Nieuwoudt, Associate Manager, Talent Management, EPI-USE Africa (Pty) Ltd.
- Masahito Ninagawa, Expert, Lean IT, Loblaw Companies Limited
- Lucy Norman, Manager, Talent Acquisition, Info-Tech Research Group
- Ugo Orsi, IT VP Technology Operations, Loblaw Companies Limited
- Jordan Santos, HR Manager, E&E Manufacturing Co, Inc.
- Rika Snip, Communications Instructor, Lethbridge Community College
- Skills required for organizational success will constantly change to adapt to a world that is volatile, uncertain, complex, and ambiguous (referred to as “VUCA”).
- There will always be a skills gap to some degree. Organizations must plan ahead as best as possible to adequately prepare for this gap, especially in a VUCA environment.
- As baby boomers retire, they are likely to take essential skills with them.
- Lack of clarity around key skills creates a vicious cycle: talent shortages are addressed by hiring externally, but external hires often lack the skills required to meet organizational needs. This results in a perpetual skills shortage with no clear idea of how to address it.
- Don’t create a skills inventory if you aren’t prepared to maintain it in the long term. The more accurate it is, the more value it provides.
Impact and Result
- Mass retirement paired with rapid organizational change demands an adaptable workforce and a comprehensive, well-aligned skills inventory to proactively address these issues and boost competitive advantage.
- A skills inventory provides data to boost competitive advantage by:
- Proactively combating the projected gap to prevent business interruption or a lag in productivity
- Enabling better use of internal resources through assessment of workforce skills
- Placing a greater focus on key skills aligned with organizational goals to allow for targeted development efforts
- Increasing efficiency of internal practices, e.g. workforce planning, talent acquisition, and learning & development
This guided implementation is a six call advisory process.
Guided Implementation #1 - Define project scope and objectives
Call #1 - Discuss project objectives as they relate to the determined scope of the project to ensure greatest positive impact of the skills inventory initiative.
Guided Implementation #2 - Determine approach and create a communication plan
Call #1 - Review the ideal data collection method for your organization based on internal processes and discuss drafted messaging as part of the communication plan.
Guided Implementation #3 - Build skills inventory
Call #1 - Review the comprehensive list of skills that make up the inventory.
Call #2 - Discuss the data collection process and troubleshoot any pending issues.
Call #3 - Work through the plan for data entry and finalization of the skills inventory.
Guided Implementation #4 - Leverage skills inventory