Table of Content
Introduction
As we tread into the AI-driven technology in the HR space, we are moving from a function-based strategic workforce planning phase to a newer one. This time, the sheer focus is on the skills-based workforce planning process.
Now, each individual will be looked at as more than just a resource to the firm. They are humans and will be judged more often based on their characteristics and skill sets.
In non-linear organisations, such humans will play more important roles. They will achieve more with minimum efforts. Their roles will be more strategic and insightful, demanding more insights and foresight for the trends/uncertain challenges to occur in the future.
This will make talent managers look at deployed individuals with a more granular perspective. More focus will be on what they can do rather than what they did in the past.
Talent management and succession planning will be future-forward, in short. Thus, the focus will be on developing skills-based workforce planning and framework.
If you agree up until this point and want to explore more on the steps to execute the plan, read the post ahead.
Also read: What Does a Skills-Based Organisation Look Like?
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Follow These 5 Steps To Set Up Skills-Based Workforce Planning Process Effortlessly
- Identify the current skills intelligence in your organisation.
Know how many skills your current workforce has acquired and mastered. Roll out a survey or promote them to add new skills to their profile. Let the analytics at the backend then run a calculation of the top skill sets that everyone generally has in your organisation.
- Predict the type of skills required in the future according to the industry.
You need to run a data analysis on the future of skills required today. It will consume a lot of your time as a talent manager. Save time and invest in AI tools like AI Suggest. It gives you the top skills as per a job description and category.
It takes 30-60 seconds to generate all top skills as per the current business market or industry. You save at least 15 hours of research when you use this tool, which we already provide for our clients.
- Check the star performers in your firms using the 9-box grid.
You need to analyse the current talent in your firm in terms of their learning pace, performance, and future potential. A grid-like 9-box gives you 9 categories to label your current workforce.
Accordingly, then you can assign them new goals and skills to learn and consume. This planning sets the roadmap for your team for the future. They will very well be prepared to enhance their core competencies and walk a greater path of operational effectiveness.
Using the 9-box grid actually helps talent and reporting managers deal with the deployed individuals according to their performance and potential.
Each category depicts whether the person needs more coaching, raises, action plans to improve their performance, recognition, or responsibilities to reach their maximum potential in the next quarter.
- Implement the eLMS for continuous improvement of everyone’s skill sets.
To enable the skills-based workforce planning process faster, you need to implement an eLMS. This module allows you access to upload new course content there. Multiple team members access the course and learn it together. They also get to download the course to learn it offline once the reporting manager gives them permission.
- Dive deeper into analytics to know the learning curve and effectiveness.
Once you assign new courses, webinars, and training sessions to your team, you have to dive deeper into analytics. The eLMS analytics must reflect information like the best learner, the total number of courses applied for, the total courses completed by the team members, etc.
This data gives you the effectiveness of your employees in learning and completing assigned courses on time. After a deeper analysis, you will know who is ready to get promoted to a more challenging role and position in the organisation.
That is a very crucial pillar of skills-based workforce planning as you get to prepare and mentor future leaders on the basis of the new skills you have learned so far.
Conclusion
I hope that from the content above, you have a fair idea of how to set up a skills-based workforce planning process. When you know the current quality of your existing employees with respect to skills, you can internally mobilise and channel the workforce better. It will help you coach, mentor, and upskill your employees faster. To invest in a smart eLMS platform, trust uKnowva. We got you covered as our eLMS is fully configurable and easily customisable on the demand of the client.
FAQs
Q: Why is skills-based workforce planning essential for an organisation?
A: Skills-based workforce planning ensures that an organisation aligns its workforce capabilities with strategic goals. By focusing on skills, businesses can identify gaps, anticipate future needs, and enhance their agility in a rapidly evolving market.
Q: How do I initiate the process of skills-based workforce planning?
A: Start by conducting a comprehensive skills inventory within your current workforce. Identify existing skills, competencies, and proficiency levels. Simultaneously, evaluate the skills required for current and future roles based on the organisation's strategic objectives.
Q: How can technology support skills-based workforce planning?
A: Technology plays a pivotal role by automating data collection, analysis, and reporting. Utilise HRIS (Human Resource Information System) or dedicated workforce planning software to streamline the process. These tools offer insights into current skills, forecast future needs, and aid in effective decision-making.
