Skill inventories: a strategy for balancing talent needs
Date: Wednesday, December 13, 2017
Time: 2:00 PM EDT
A skills inventory helps organizations and employees understand the skills they have versus the skills they need. While simple enough in concept, as competitive pressures force organizations to optimize the productivity of existing staff and attempt to retain top talent with reduced budgets, a well-defined and readily-available skills framework and inventory is critical to business survival. Different than a talent review, a skills inventory conversation creates a comfortable environment for managers and employees to discuss knowledge, skills and ability with honesty and without fear of reprisal. An honest view of ‘skills reality’ provides the necessary baseline for business planning and development. Soft skills, technical skills, innovative skills, digital skills - understanding the unique combination of skills required across jobs and how employees measure against them allows HR, managers and employees themselves to understand role fit. Do team members have the required skills to drive success? Whether employees need development or have mastered success, the same skills framework provides a plan for growth – a virtual career GPS to guide them. Join us as experts from Cornerstone OnDemand and IBM Talent Management Solutions explain how to facilitate skills inventory conversations separately from talent reviews, develop skill enhancement plans for today and design skill strategies for tomorrow.
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Subject Matter Expert, Job Skills & Competency Solutions
IBM Talent Management Solutions
David is an IBM Subject Matter Expert focusing on Skills & Competency solutions that empower HR / Talent / Learning / Compensation groups to provide significant business improvement to their companies by strengthening the readiness of the talent within the organization.
David brings an approach that aligns the HR business programs & systems to create career paths and career development across the enterprise. His solution is “rapid implementation” of a technical skills based framework of competencies linked to job families. David brings over 30 years of Learning & Development Consulting, Operational Leadership, Information Technology and Business expertise. He has led both Commercial and Extended Enterprise (partners/channels) areas in order to optimize opportunities while reducing costs and improving process performance. He has significant experience working at the executive level to align business strategies with tactical implementations of new processes, technologies and learning support systems to implement those plans.
Jeremy has a wide range of experience as both a business leader and consultant in compensation, mergers & acquisitions, workforce analytics, and strategic planning.
His areas of focus with clients have included improvement and change initiatives in the areas of compensation planning; short- and long-term incentive plan design; HRIS systems integration; market intelligence, merit budgeting and salary structure development; executive change-in-control, retention and severance planning; and the optimization of compensation strategies through technology solutions.