Skills-Based Organizations
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.
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.
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.
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.
