{"id":11100,"date":"2022-05-03T13:48:04","date_gmt":"2022-05-03T11:48:04","guid":{"rendered":"https:\/\/www.valkeen.com\/blog-skillmanagement\/"},"modified":"2022-05-25T12:15:13","modified_gmt":"2022-05-25T10:15:13","slug":"blog-skillmanagement","status":"publish","type":"page","link":"https:\/\/www.valkeen.com\/en\/blog-skillmanagement\/","title":{"rendered":"Blog Skill Management"},"content":{"rendered":"

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Spotlight Skill Management<\/h1>\n<\/div>
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Why skill management | Skills and talents in the foreground<\/span> | More precise utilization of resources | Success factors | Potential | Valkeen Skill Framework<\/span><\/span><\/h2>\n<\/div><\/div><\/div>
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Why skill management?<\/h3>\n

More and more executives are taking on the topic of skills management themselves, firstly to make more efficient of internal capacities, both cross-functionally but also across locations, and secondly to align company skills with technology and business strategies.<\/p>\n

Can you say with certainty that your teams have the right skills today to achieve your organization\u2019s strategic and technological goals of tomorrow?<\/p>\n

Not many can say yes to that question. One thing should be sure before we start – that skills should be built on an already functioning resource management foundation, since the management of skills requires a minimum level of maturity in resource management in order to be able to develop their full potential.<\/p>\n<\/div>

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Ressourcenmanagement Wissen<\/h5>

Blog, Case Studies & Webinare<\/p><\/div><\/div><\/a><\/div><\/div><\/div><\/div>

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“Having skills on the agenda today is not only vital, but creates enormous long-term synergies for both the company and the employees: Efficiency and perspective.“<\/span><\/h4>\n

(Marc Neckermann, CEO, Valkeen)<\/p>\n<\/div>

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Skills and talents are increasingly coming to the fore<\/h3>\n

We find ourselves in the post-Covid era, in which we are transitioning from crisis response to active management under new working conditions. According to Gartner, we are dealing with the following challenges:<\/p>\n

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  • Transition from on-premise to remote working models<\/span><\/li>\n
  • Talent is no longer limited geographically and the competition for talent is changing radically<\/span><\/li>\n
  • Remote work increases flexibility, productivity and reduces costs<\/span><\/li>\n
  • Roles are now further broken down into skill clusters<\/span><\/li>\n<\/ul>\n

    Gartner also notes that 40% of employees state that they work on tasks that lie outside their actual job description. This should give us food for thought, as it appears that we are not able to maximize our optimal use of the skills and abilities available to us.<\/p>\n<\/div>

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    More precise resource utilization through skills<\/h3>\n

    In order to better match employees to tasks in the future, companies must have comprehensive knowledge about:<\/p>\n

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    • Primary role of the employees<\/span><\/li>\n
    • Secondary role of the employees<\/span><\/li>\n
    • Capacity of the employees<\/span><\/li>\n
    • Basic loads\/line activities (when, how much and for how long)<\/span><\/li>\n
    • Personal development wishes of the employees<\/span><\/li>\n
    • Absences<\/span><\/li>\n
    • On which project does the employee work, when, how much and for how long<\/span><\/li>\n
    • What knowledge, skills and experience does the employee have<\/span><\/li>\n<\/ul>\n

      Functioning resource management is already capable of providing us with all this information \u2013 we call it Resource Portfolio Management (RPM). Skills and skill management are only additional dimensions to RPM but enable even more effective resource deployment.<\/p>\n<\/div>

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      The potential of skill management<\/h3>\n

      At an opening level, we can conclude that skills management generally helps companies, making them more flexible and significantly increasing productivity (time-to-market\/throughput). The credo is true: The right employees, working on the right tasks at the right time.<\/p>\n

      This includes specifically<\/p>\n

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      • Cross-dimensional resource planning<\/span><\/li>\n
      • More complex and precise resource profiles<\/span><\/li>\n
      • Strategic recruiting and training<\/span><\/li>\n
      • Long-term prevention of skill deficits in the company<\/span><\/li>\n
      • Conscious in- and outsourcing<\/span><\/li>\n
      • M&A support<\/span><\/li>\n
      • Deploy resources according to their skills and development needs – because productivity and innovation come from satisfied employees<\/span><\/li>\n<\/ul>\n<\/div>
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