通过以技能为基础的人才实践转变你的员工队伍
在一个不确定的经济中,预计长期劳动力短缺, maximizing the value of your workforce and attracting new talent to your organization is critical. 随着工作世界的快速变化, 更甚于以往, 与之相适应的能力是成功的关键. That’s why embracing skills-based practices has become a top priority for companies — because reskilling is essential to transforming organizations for the future of work. Measuring skills and capabilities objectively bolsters talent acquisition, 发展, 继任和更广泛的人才战略. 今天通过专注于技能来解锁指数级的结果.
无论你是想建立一个强大的技能基础, 重新设计你的工作方式,或者重新思考如何吸引人, 留住和发展人才, 我们可以帮忙. Implementing skills-based practices at scale requires collaboration across teams — you’ll need expertise that spans workforce transformation, 数据和科技产品, 以及数字实现. 这就是梅瑟的用武之地.
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劳动力和转型咨询战略设想,方案设计,变更激活
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数据和科技产品技能数据,市场价值和趋势,启用功能
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数字实现人力资源技术栈规划、部署和优化服务
挑战
- We struggle to identify current bench strength and skills gaps to inform skills-based hiring.
- 我们正在努力围绕自动化重组工作.
- Learning and 发展 investments aligned with skills-based talent management are difficult for us to prioritize.
- 我们希望在整个组织内提供灵活的职业发展.
领先的公司如何重新设计以技能为基础的人才管理?
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战略劳动力规划
Apply internal and external supply-and-demand skills research data for enhanced insights and redefined talent/skills pools. -
Reskilling
Accelerate reskilling with targeted and personalized skills-based learning pathways and enhanced assessment capability, 消除了费力的当前状态分析. -
技能评估
客观地衡量人才获取的技能和能力, 发展, succession or a broader people strategy based on your skills framework. -
按技能付费
投资未来技能, and reinvent pay programs with AI-enabled pay decisions based on skill demand, 供应和临界. -
工作和职业架构
实现最优的内部公平和外部竞争力, it’s essential to establish a robust career architecture framework with consistent job analysis and job evaluation methodology. -
绩效管理
敏捷环境要求快速, multisourced performance feedback and assessment to enable targeting of skill proficiency and 发展 activities.
您的组织准备好实施基于技能的人才管理了吗?
以技能为基础的人才实践连续体
Looking at the workforce through a skills lens leads to increased flexibility
When we compare companies further forward on the journey we do see some differences in mindset and culture
- 组织中有更多的流动性
- 有这样的例子:在职业生涯中期跳槽,却没有退步
- there is an urgency to bring diverse skills together to solve a problem
然而, most organizations are not in a position to fully embrace such a model or to enable it across the full employee population.
The reason being is that many employers’ structures and processes fall on the left side of the screen.
- 传统雇主通常对工作的定义很窄, and the work one is asked to perform is not likely to go beyond the duties and responsibilities outlined in the JD. 在这种环境下,员工将自己的职业生涯视为阶梯, 期待在同一个团队中晋升.
- Evolving and leading companies have fostered a more flexible environment where skills are a consideration in work assignments, 当员工考虑他们的职业生涯时, they understand that both vertical and horizontal movement is valuable – and they are empowered to take the wheel on their own career journey.
- Future focused environments have adopted agile principles in how they organize teams and 流向工作 根据他们的具体技能.
上述情况通常由人才市场平台促成
A transformation from jobs to skills though needs an understanding of skills.
对于一些最复杂的方式来评估技能的基础上 市场可用性,战略相关性和价格. But attaining this change is hard because we live in a world defined by 工作经历. Unpicking this in a mature organization can be tough – but the 奖励 are significant.
- 1 技能定价的人
- 2 技能库
- 3 工作设计