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Skill Based Talent Management and Learning

There is a buzz around SBTM now due to the increased interest in harnessing the unique potential of each employee because this gives companies the opportunity to meet the ever-changing needs of the labor market and to adapt to the increased competition for talent.

Skill based talent management (SBTM) is a newer approach to managing and developing employees in an organisation. In contrast to traditional approaches that primarily focus on work experience and academic qualifications, SBTM emphasizes skills and competence.

There is buzz around SBTM now due to the increased interest in harnessing the unique potential of each employee because this gives companies the ability to meet the ever-changing needs of the labor market and to adapt to the increased competition for talent. Companies are looking for more efficient ways to manage and develop their employees, and SBTM is an ever-increasing contribution and possible solution for some companies to this. By focusing on skills and competence, companies can increase productivity, improve the quality of work and increase well-being among employees.

A skill is a skill or capacity to perform a specific task or tasks in a competent manner. Skills can be technical, social, analytical or managerial, and they can range from basic skills to more advanced skills that require specialized knowledge and experience.

Skills are important in working life for several reasons:

  • Increased productivity: Employees with highly developed skills will usually be able to perform tasks faster and more efficiently than employees with weaker skills.
  • Better quality of work: Employees with highly developed skills are likely to deliver higher quality work than employees with weaker skills.
  • Increased profitability: Companies that have employees with highly developed skills will usually be more profitable than companies with employees with weaker skills.
  • Better career opportunities: Employees with highly developed skills will have better career opportunities and be able to apply for more advanced and highly paid positions.
  • Better adaptability: Employees with a wide range of skills will be better able to adapt to changes in the labor market and new work requirements.
  • Increased motivation: Employees who are given the opportunity to develop their skills will usually be more motivated and satisfied with their jobs.
  • Better recruitment: Companies that offer skills development will usually be able to attract more talented and qualified employees.
  • Better decision-making: By focusing on skills, companies will be able to identify their employees’ strengths and weaknesses and thus make better decisions about tasks and positions.

Leading with skills means leading a workforce by focusing on their skills and competences. This involves identifying the most important skills required to perform a job or task, and then emphasizing the development of these skills in employees. This approach takes into account that a person’s skills can be as important as their formal education or work experience.

The requirements for managers and HR in companies that embrace “Leading with skills” may vary depending on the company’s size and industry. However, there are some general requirements that may be useful to consider:

  • Identify critical skills: Managers and HR must be able to identify the critical skills necessary to perform a particular job or role. This requires a thorough understanding of both the job and the organisation’s goals and values.
  • Develop skills: Managers and HR must be able to develop and train employees on the necessary skills. This can include anything from offering formal training programs to providing coaching and mentoring support.
  • Evaluate and measure skills: Managers and HR must be able to evaluate and measure skills to determine whether employees meet the requirements of their job or role. This may include and conduct performance evaluations or other assessment tools.
  • Recruitment and hiring: Managers and HR must be able to recruit and hire employees with the right skills. This requires a good understanding of the job requirements and the candidate’s skills and experience.

In sum, companies that embrace “Leading with skills” will require a flexible and adaptable leadership style that emphasizes employee skills and development. Managers and HR will also need to be able to offer a wider range of development opportunities and assess skills in a more comprehensive way.

Companies that embrace “Leading with skills” and emphasize the training and development of employee skills can differ somewhat from more traditional companies that mainly emphasize formal education or work experience in the following ways:

  • More focus on future skills: Companies that embrace “Leading with skills” look ahead and identify future skills that will be critical to the organization’s success. They then invest in training and developing these skills in their employees, so that they can keep up with the ever-changing demands of the labor market.
  • Often more focus Continuous training/lifelong learning: Companies that embrace “Leading with skills” offer continuous training and development to ensure that employees always have the necessary skills and knowledge required to perform their jobs effectively. This may include training in new technologies, leadership skills or other skills that are important to the success of the organization.
  • Often combinations of different training methods: Companies that embrace “Leading with skills” use a combination of training methods, including classroom training, online courses, mentoring programs and internal training programs. This gives employees the opportunity to learn in a way that best suits their learning style and preferences.

Training and further education are important aspects of embracing "Leading with skills" in a company

To be successful with training and further education in companies that embrace “Leading with skills”, the company should have a clear training goal that is linked to the organisation’s overall goals. The training should also be strategically planned and designed to meet the specific needs of the employees and the organization.

Here are some key factors that can help make training and further education successful in companies that embrace “Leading with skills”:

  • Put in place an overall competence strategy that takes into account which skills need to be further developed now and which skills the company must have in its competence portfolio in the future in order to be competitive.
  • Companies where the competence strategy is anchored in managers and top managers have a greater chance of success
  • Map and identify the skills of the employees and create a gap analysis of missing skills. Then develop a competence plan that is tailored to meet these needs. This may include providing training in new technologies, leadership skills or other skills that are important to meeting the needs of the organization.
  • Create a training plan: A training plan should be strategically developed to ensure that employees receive training in the right areas and at the right time. This can include training offered when employees start a new role, or ongoing training offered throughout the year.
  • Use different training methods: Companies should offer different training methods to accommodate different learning styles and preferences. This may include classroom training, online courses, mentoring programs or in-house training programs.
  • Offer incentives: Companies can offer incentives to encourage employees to participate in training programs, such as bonus schemes or career development opportunities.
  • Measure and evaluate training effectiveness: Companies should measure and evaluate training effectiveness to ensure that the training actually leads to changes in employee skills and that the organization benefits from the training.
  • Continuous adaptation: Companies should be willing to adapt their training strategy to the changing needs of the organization and the industry. This may mean changing training programs or adding new training areas when necessary.

To implement Skill based talent management (SBTM), the HR department must focus on identifying and utilizing employee skills and competencies. They must also develop and implement strategies to manage and develop skills among employees, so that they can contribute to achieving the company’s goals. There are several tools available for SBTM, including talent management software, skills tests and skills development courses. These tools can help identify employees’ strengths and challenges, as well as develop their skills over time.

Please contact Snapper to discuss how we can help you with Skill based talent management (SBTM).

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