IBM released the report "Skills, New Currency in Talent Ecology", pointing out that the current digital transformation has brought unlimited momentum to enterprises and is accompanied by challenges. Enterprises urgently need to change the current status quo.

IBM released the report "Skills, New Currency in Talent Ecology", pointing out that the current digital transformation of has brought unlimited motivation to enterprises, and it is also accompanied by challenges. Enterprises urgently need to change the current status quo. This report reveals the talent challenges faced by enterprises and proposes a skill-based talent management system, aiming to help enterprises change their current talent strategies and gain competitive advantages based on their own reality.

has many challenges, and the road is blocked and there is a long shortage of talents/skills, especially the shortage of high-skill talents. The number and types of skills are constantly increasing. The half-life of skills is shortened. The time to bridge the gap has become significantly longer.

people-oriented, human-computers are connected with

In the era of digitalization, enterprises need a vibrant and self-driven talent team. To shape such a talent team, the traditional human resource management method is no longer applicable. Therefore, we propose a talent management system with skills as the core, which should have one main line, three elements and three foundations:

main line

"One main line" refers to the corporate value with employee experience as the core. Employee experience is the total

sum of the interactive experience between employees and enterprises. This interaction does not occur at a certain moment, but runs through the entire career of employees from beginning to end. Leading companies recognize that customer experience is becoming increasingly inseparable from the experience of employees serving customers. They need to pay attention to and provide good employee experience and ecosystem experience like they treat customer experience, so as to form a unique brand competitiveness.

"Three Elements"

• Build skills basics
• Carry out skills inference
• Design application scenarios

"Three Elements"

• HR Capability basics
• Platform basics
• Data basics

Consolidate the foundation, intelligent transformation

Building a talent management system with skills as the core can establish a foundation for the organization's digital talent management, and based on the organization's unified data language and the use of AI and other advanced methods, forming a skill-based talent life cycle management.

Constructing skills basics

It is recommended to use agile iteration to build skills basics and complete all job groups and job portraits in stages. The specific steps are as follows:

• collects basic data of existing skills
• designs job maps and skills frameworks
• forms skills portraits of pilot positions
• summarizes experience, optimizes and promotes

carries out skills inference

• Understanding ability definition
• collects data
• infers ability level

design application scenarios

html ml8 Skill-driven talent planning

predict future demand

carry out gap analysis

formulate response strategies



• Skill-oriented talents Select

According to the organization's business needs, guided by strategic talent planning, comprehensively consider the market availability of skills, internal skills stock and convertible success rate, as well as cost strategies, etc. In the complex and dynamic skills market, recruit, borrow or call the best talents in the best cost, the most efficient and effective way to create competitive advantages for enterprises.



• Skill-guided talent training and retention

Development plan

Custom learning

Agile improvement

Skills ecology

Career freshmen

Incentive retaining



A long way to go, and it is a step-by-step

2

Building a talent management system with skills as the core does not happen overnight. Combined with practical experience, it is recommended that enterprises can take three steps, combine their own actual situation, and take one step-by-step.

Stage 1: Lay a solid foundation. The main goal of this stage is to build a skill foundation, build a smart platform, and lay a solid foundation for various subsequent application scenarios.The specific steps include:

• optimize the job skills system;
• establish a skill-based employee tag system;
• establishes a skill, learning and development and career development ecosystem, and form a talent training program based on job roles and career routes with corporate characteristics;
• establishes an AI empowerment and data insight-driven talent management and decision-making platform.

Phase 2: First results are seen.

The main goal of this stage is to win quickly, gain recognition from various stakeholders, and determine a reasonable operating model through business cases and return on investment calculations. The specific steps include:

• establishing the internal talent market operation foundation and system construction, providing employees' internal career development opportunities, and establishing a reserve talent pool for the enterprise;
• identifying the company's future energy-saving needs and future talent planning based on business strategies;
• reshaping skills based on learning and development and career development ecology to form an internal talent supply chain;
• establishing skills-centric talent management and operation business cases, and clarifying talent decision-making return on investment ;
• establishing a cost model and reasonably building a supplier and service ecology.

Phase 3: Expand the results. The main goal of this stage is to further extend capabilities to performance evaluation, salary incentives, talent retention and other fields to achieve higher results. Specific steps include:

• establishing performance evaluation and retention strategies based on AI;
• establishing skills payment and talent incentives based on AI.
• With the further in-depth integration of AI+data+ content, the value brought by the skill-based talent management system will increase exponentially.



Click the link to download the full report: http://m.hrflag.com/X9HRZA