Find out how digitizing your Human Resources can help you develop the skills of your talents, and how to put it into practice.
Constantly challenged, businesses must adapt in order to develop sustainably. For them, it is, in fact, impossible to remain on their laurels while the environment is changing. In terms of skills, companies are expected to support their employees in developing new skills and interpersonal skills. It's a win-win situation: upgrading the skills brings benefits both to the employer and to the employee. Skills management requires agility, flexibility and projection. To do this, digitizing this HR process is an ally.
The skills framework is an important document for the company. It makes it possible to better understand the contours of the jobs linked to the organization. Each position is associated with a list of skills. Building this framework with a digital tool boosts responsiveness.
Indeed, many of tomorrow's jobs do not exist today, just as today's jobs are in decline. HR teams must therefore update reference documents regularly in order to be able to take the right actions. However, that is all that a digital tool allows: simplicity of use and responsiveness.
Managing skills effectively requires a good analysis of the initial situation. An essential step is to take a picture of real and potential skills. Thanks to an analysis grid defined in advance, the HR task is simplified. It is certainly becoming easier to make connections between skills and the employees and their needs.
Professional interviews are a good time to gather this information. Thanks to a common online platform, managers can centralize information intuitively. The objective? Obtain visual and customizable dashboards for personalized reading. By defining filters on demand, it becomes possible to shed new light on all ongoing projects.
It is not always easy for companies to manage human capital. The challenge for HR teams is to convince management to continue investing. To help them, foresight tools provide a new vision for the medium term. They contribute to seizing potential because they make connections between trends and opportunities. They can testify and provide evidence of the need for a training plan to retain talent.
The training plan will allow HR teams to reduce employee turnover and avoid recruitment, which is often expensive. Thanks to digital technology, projections are also easier. The return on investment can be calculated to help unlock training budgets and develop talent skills.
Skills management is also about being able to anticipate risks. For example, knowing how to identify a lack of skills that are key to the sustainability of the company. Digital technology is therefore a very interesting tool thanks to alert systems. It is possible to better understand these weak signals. HR teams are therefore in a position to come and investigate these situations and then act on the problems. Support is decisive in bringing new life to the employer/employee relationship.
