How is everyone utilizing skills data? How are you storing skills? (what system, who evaluates) How are you connecting development opportunities to skill gaps? How are you utilizing skill databases to align your teams?
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John, I've been reading a bit about Fuel50. How are you feeling about its functionality thus far?
Hi Megan, the platform has a great UX/UI and in general, the functionality is good and works for us. I work more closely with the reporting side of the platform and I'd say that there's definitely room for improvement there.
Our internal skill database is an important asset for managing and enhancing employee competencies. Answer to some of the questions already included in my previous response. Skill gap analysis is not a regular process for us, but we do plan to implement. Plan is to implement an assessment-based approach (for Jr Roles) to evaluate Skill gap and recommend developmental trainings aligned to evolving industry needs. Currently as a process competencies are evaluated and rated we are yet to establish a strong process for skill gap analysis.
This is interesting. What type of assessments are you thinking of? I lead a team focused on supporting specific departments with functional skill development. Often in that work, organizational skills are surfaced as well. We have the capability to do a 360 assessment approach, but also wondering about technical aptitude assessments. What are your (or anyone) thoughts and experience?
Various Skill assessment platform are there, ex. Hackerrank
We've integrated our skills data to Visier for data exploration and analysis. We use Fuel50 as our skills platform and we're using the platform to tie skills with development opportunities (mentors, gigs, and also to our LXP).