If reallocation of responsibilities is one of the drivers of the today’s organisations, traditional companies must adopt Employee Self-Management to remain competitive.
Digital transformation is accelerating the need for skills adaptation through self-management.
Companies must be organized to adapt to economic, competitive and technological changes.
Employees are seeking to execute their duties while, at the same time, ensuring their future employability.
Governments, aware of the skills-gap, are defining frameworks in which employees direct their career-training from their post-secondary education until they retire.
To empower employees in the management of their skills, companies must provide appropriate tools for relevant guidance for both the company and the employees.
Our research on the subject shows us that the prerequisites below are necessary for the efficient management of skills.
1) Reliable and usuable “Hot Data”:
a) evaluation by trainers, peers and machine intelligence
b) the evaluation of “HardSkills” and “SoftSkills”
c) evaluation of Theoretical and Practical Skills
2) Reliable, up-to-date and usable market data:
a) skills acquired by position
(b) skills acquired by sector
3) Ability to share skills profile:
a) employees in conjunction with management align targets
b) with HR or coaches to complete the skills profile along with a profile of the expectations
c) publicly or privately
4) An employees’ commitment:
a) employees must be able to follow the evolution of their training
b) employees must be able to upgrade and maintain their skills profile from position to position and from company to company.
c) badges, gratification and encouragement through Gamification reinforce employee engagement.
Although 65% of tomorrow’s Jobs do not exist today, the skills for these future Jobs are being born in the present.
Skills Self-management is the key to competitiveness and employability.
Together, we can contribute to plan and develop the skills of tomorrow!
