What’s the deal with these “skills-based organizations”?
Roles and work assignments at a company are traditionally based on a job title, but many organizations are shifting to a skills-based approach.
According to Deloitte, skills-based organizations are “a whole new operating model for work and the workforce that places skills, more than jobs, at the center.”
It’s a way to reimagine talent management. I’ve been engaged with this work at CSG and wanted to share some of what I’ve learned.
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You’ve got to have business buy-in. We aren’t doing this because it’s fun for L&D. The point is to make sure the business can match the right skill sets to different projects in an agile manner.
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It’s good for individuals. Career development and mobility are at the core of this operating model. It forces you to honestly assess your skill levels and identify areas for improvement.
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Tooling and technology is a huge part of this, even if your program is tool-agnostic. HR Management software needs to communicate with the LMS/LXP and whatever tool you are using for your skills taxonomy.
Creating a scalable skills program goes hand-in-hand with credentialing initiatives, which is something I will talk more about in later posts. Being a part of this high-impact work has been super exciting, and makes every day feel more meaningful.
Day Learning Design 