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Employee Engagement Archive

Importance and challenges of long tail of skills profile in any organization

Today’s organizations are far more complex than they used to be. Businesses require expertise in more than one area. This leads to organizations employing people with several different skills profiles. Gone are the days when we had a large number of employees with similar skills sets. Skills profiles are diverse and there are many skills profiles...

Managing Skills Inventory in companies, why it is difficult and what can be done

Managing Skills Inventory and the challenges Skills Inventory is a very important data resource for companies. Knowing what skills that employees possess and the proficiency levels in them, how they are deployed, what skills are available and what skills are deficient and such are valuable information that immensely impact businesses. The management of skills inventory...

Democratising career development within the organization

Facts Career development remains the most important concern of employees. They want to know how they will grow within the company and what opportunities exist or will be available to them in the future. Ownership of career development is not so clearly defined. Is it that of HR? or, is it the immediate supervisor’s or...

Is Talent Analytics not for employee benefit?

Over the last few days, I have been reading several articles and posts on Talent Analytics. I have been trying to get into depths on what people mean by talent analytics and what exactly happening out there. So far, the talent analytics seems to be intended for employers and not for employees. This has to...

Improving Employee Engagement

Employee Engagement can be improved by helping employees understand their skills, helping them appreciate their skills gap and helping them focus on skills they need to develop. Map or create Skills Profile of employees a. Most organizations do not have a systematic process of mapping skills of employees. They need to have one. b. The...

Enhancing organizational agility using skills profiling for better talent management

In a December 2009 article in the McKinsey Quarterly titled Competing through organizational agility, Donald Sull defines organizational agility as the capacity to identify and capture opportunities more quickly than rivals do. He further identifies three distinct types of agility: strategic, portfolio, and operational. Quoting from the article, “Strategic agility consists of spotting and seizing...

Can we mature the HRIS from being ISHR to HRIS?

HRIS i.e. The Information System for HR has done a great job of enabling information flow, processing and management in HR. However, they are still ISHR i.e. Primarily an Information System that happens to be in the HR domain and not an HR system that is enabled by technology. Time to move on. There are...

The biggest challenge of HR-Individualization

If there is one thing universal and stark characteristic of the “smart” world, it is the glorification of the individual – the individual’s unique needs and wants. HR will have to find ways to tailor their practices and interventions, keeping in mind the needs of the individuals. E Commerce sites are trying to understand the...