Mapping brings to light the skills that need strengthening at both individual and collective levels. Discrepancies between current skills and expected levels highlight the priority areas that the HR team will formalize in its training plan.
Mapping and identifying skills for development
Performance reviews report on initial levels and changes observed throughout the year. From there, managers and HR can determine the training plans required to reach the necessary level of expertise, along with their respective timelines.
How can you identify skills to develop?
Skills to be developed can be identified through several methods:
- The gap between the employee's current level and the expected level (see visual below).
- Identifying skills from outside the company, within the industry, or from competitors
- Structuring skills to allow for flexibility in resource allocation
Live from the Neobrain tool: expected and achieved skill levels to identify necessary training.
All our resources related to mapping company assets:
- Everything you need to know about skills mapping.
- The checklist for creating a quick map
- The Operational Guide to Strategic Workforce Planning
Offer various training formats
- Upskilling is the development of an individual’s abilities within a single position.
- Reskilling is the most urgent form of training, since the acquisition of the skill will condition the retention in the position.
- Cross-skilling is the answer to acquiring skills in a related business area.
Mapping is a decision-making tool for management, but it also has a positive effect on employees. Indeed, a solution like Neobrain will provide, via artificial intelligence, training recommendations to employees. These recommendations originate from the company’s training catalogs to develop the skills identified as being below the required level. The possibilities of suggesting training adapted to each individual are complementary to the training requests from the employee, and the proposals in the hands of HR and managers. When a training is validated, the level of skill is automatically incremented in the learner’s profile.
Consult all the training modalities in our article“opportunities for upskilling“.
Involve employees in their training
Communication from HR and managers to employees should highlight the benefits of the new tool at their disposal. Transparency is the best way to introduce the solution. Whether the goal is to reinforce mobility or improve development support, it is best to communicate this transparently. Some employees may worry that this is a new way to reinforce their performance evaluation: evaluation is always accompanied by a development program.
Live from Neobrain: training objectives page
Before involving employees in their training, they will be asked to self-assess their job qualifications. Engaging the employee in the completion of their profile is facilitated by adding the “motivation” dimension to each of the skills they have. The user will be able to express their interest in developing certain skills related to their job.
Having a reliable map that accounts for employee motivation allows for better allocation of the training budget.
While a lack of enthusiasm can multiply learning time by 5 to 9, training motivated employees first cuts both time and costs in half.
Other benefits of trainins mapping include:
- More spontaneous employee commitment to their own professional development.
- Improved knowledge sharing. You can now anticipate skill gaps caused by a lack of motivation among the parties involved.
- Agile resource allocation and the creation of an alternative to external recruitment.
This data is used by managers and HR when deciding between recruitment or internal mobility. They have access, within the internal talent marketplace, to the employees who best match the required skills.
From there, it becomes a matter of reaching out to internal candidates and measuring the degree to which the position matches their skills. As shown in the visual below, the search filters are adapted to each organization to highlight the best internal profiles.
Internal mobility represented less than 5% of hires in 2018 even though 60% of employees are in favor of it. These movements, most often employee-led, should now be facilitated using skills mapping tools and the talent marketplace.
The decision between recruitment and training is now in your hands thanks to the mapping of available skills: discover the different use cases listed by Neobrain.
