Assessment of organizational maturity level with in-depth analysis of internal taxonomy concepts, skills ontology, artificial intelligence inference, and automated validation of skills levels, emerging skills in your current HRIS ecosystem, and strategic workforce and skills planning.

Diagnosis of existing position architecture, evaluation of job-based management versus skills-based management, and analysis of current internal taxonomy quality to identify enrichment needs and alignment with market standards.

Analysis of top-down and bottom-up skills management approaches, identification of talent data source-of-truth technologies, evaluation of skills assessment capabilities, and mapping of available internal and external taxonomies.​

Strategic planning of capacity-building stages including optimization of job and position descriptions, implementation of self-assessment, third-party evaluation, and formal assessments to structure a robust SBO approach.

Development of a complete project plan with SBO governance, resource plan, identification of HR roles and responsibilities, and adoption strategies by employees and managers for self-declaration and skills measurement.

Detailed 3 to 5-year HRIS/Skills roadmap specifically adapted to your SBO transformation, including identification of priorities to target critical jobs and positions, key skills, and optimal assessment technologies.

Complete SBO governance documentation with organizational adoption plan, change management strategies, success metrics, and continuous evaluation frameworks to feed and align with strategic business planning.

Exhaustive technology mapping of capabilities and limitations of available or in-acquisition solutions, with integration recommendations and optimization of your HRIS ecosystem to maximize skills intelligence.

Organizational risk mitigation plan with identification of critical success factors, optimal adoption conditions, and progressive deployment strategies to ensure sustainable and measurable SBO transformation.

Transformation of your organization towards a skills-based model that improves organizational agility, optimizes talent allocation, and accelerates identification of critical emerging skills for your competitive advantage.

Optimization of your HRIS technology investments through a roadmap that avoids redundancies, maximizes solution interoperability, and ensures measurable return on investment in intelligent skills management technologies.

Significant improvement of employee and manager experience through more transparent, personalized skills assessment and development processes aligned with career objectives and organizational needs.

Strengthening of your HR decision-making capabilities through artificial intelligence, skills inference, and enriched taxonomies that enable more precise and proactive strategic talent planning.

Medium to large-sized organizations in Canada having already implemented human capital management solutions with integrated skills modules and seeking to optimize or enrich their SBO approach with expert technologies.

Companies led by HRDs, HR Managers, CHROs, Talent Acquisition Directors, Training and Skills Development Directors, and Strategic Workforce Planning Directors mandated to implement a skills approach with the help of intelligent management solutions.

Talent Acquisition departments wishing to implement an integrated "Skills-based Hiring" approach or Training and Development departments implementing a "Skills-based Learning" approach.

Skills Management and Development experts whose organization plans to add cutting-edge solutions for intelligent skills management or wishes to optimize the use of their existing technology investments.

Organizations in digital transformation, rapid growth, or merger-acquisition activities requiring a coherent skills management strategy aligned with their strategic objectives and technology ecosystem.