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Abstractness of Talent in Skills Dimension Line functions and business leaders appreciate that ‘Talent’ is the key driver of the company or business. But ‘Talent’ visibility is fuzzy. There is a lack of clear information particularly if we focus on the “skills” dimension of Talent i.e. not just of age, demography, education, experience or qualification […]

Contemporary organizations are far more complex than what they used to be. Businesses require expertise in more than one area and organizations employ people with several different skill profiles. Gone are the days when there was a large number of employees with similar skill sets. There may exist many skills profiles in the company which

Knowing what skills employees possess and the proficiency levels in them, how they are deployed, what skills are available and what skills are deficient and such are valuable information that immensely impact businesses. This is called a ‘Skills Inventory’. The Skills Inventory is even more an imperative in the knowledge economy. Industries known for their

The proficiency levels within the role also play an important part in defining our capabilities. For example: Two salespersons, programmers or writers may have different levels of proficiencies, even though they might do the same job and have the same skills. To understand the concept, let us consider the simple example of proficiency with regard

An organization’s strength lies in the people that work there and the skills they hold.  Taking a skills-centered approach when managing your workforce will mean you can deploy the right personnel for a specific task, direct targeted training where it’s needed, and bring in the “right” people into your organization so that teams – and