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Skills-Based Architecture

The emergence of skills ontology technology, combined with AI classification and translation, has propelled the revival of Skills-Based Management.

 

This new approach helps to meticulously identify, organize and leverage the diverse skill sets prevalent within your talent pools.

 

A central role facilitating this transition is that of a skills architect, a unique position in human resources that serves as a pivot between talent management, people analytics and strategic workforce planning.

To meet these challenges: 

  • Meet operational needs for upskilling (Up-Skilling) and requalification (Re-Skilling) in almost all sectors of activity with skills-based management.

  • Amplify organizational performance, and strengthen the position of your organization in its current competitive landscape, by better managing the portrait of the workforce, current skills and required for your transformation.

  • Transcend traditional HR operations and information silos around skills management.

  • Paving the way for planned management of a better informed, agile and highly engaged workforce.

  • Rethink employee experience paths with skills-based management that offers more readable and accessible development, learning and career paths.

1

Skills Mapping

Identify, classify and associate different skill types with respective roles, ensuring a clear understanding of the skills and expertise required by each position and talent profile.

2

Optimizing talent acquisition

Match candidate skills to positions, where their skills can be fully leveraged, thereby improving diverse search across talent pools, overall job performance and satisfaction.

3

Strategic workforce and workforce planning

Identify complementary technologies (Skills Engine, Talent Intelligence Platform) to HCM solutions in the North American market to predict the skills required for upcoming projects or market developments, enabling proactive training and recruitment, ensuring that the workforce work is agile and ready for the future.

4

Skills and compliance gap analysis

Identifying skills gaps in real time enables more strategic workforce planning, ensuring that the necessary skills are cultivated or acquired to achieve organizational goals, but also ensure compliance with industry regulations and standards, making streamlined and more efficient reporting.

4

Evidence-Based Business Decisions

With a well-architectured skills ontology, HR can delve into a robust analytical framework that enables data-driven decisions, thereby improving resource allocation and operational efficiency. A granular understanding of skills within the organization facilitates optimized allocation of resources, thereby reducing redundancy and significantly reducing operational costs.

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