EB Services have:
Captured the skills they have - By having everyone determine their skills and have their own skill profile
Designed the skills they need - By establishing jobs/roles and setting the FTE (Full Time Employee) requirements. (FTE requirements are set via
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Manage Requirements)
Associated everyone with at least their Current Job
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So they are now in a position to determine your vulnerabilities in terms of skill gaps. |
Steps taken
The EX Dashboard analytics is a good source of how much progress is being made in this regard.
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These figures show that there is an 88.8% of people who have completed their assessments and have active skill profiles. (And we are aware the missing % are due to the 10 new people that are yet unassigned)
Of the 88.8%
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you will be able to see the % that have been active in their Planner and made updates in the past 90 days (This % will obviously change over time). This is a good indication that people are making use of their Planners to keep their profiles up to date
It can also be seen that everyone
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with a profile
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90%+ have their Current Job assigned
To some degree this has come about because Job are being assigned by People and Culture (HR), rather than having people self-assign their current jobs.
EB Services have
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set What type of Requirement can users set themselves = Future Only
Note: People ARE able to select their own Future job.
EBS can now see the overall picture in terms of skill gap risk, and where they may have over or under supply by looking at the
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Skill
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Gaps Analytics, ascertaining the difference between the FTE requirements and the count of people with the skill
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And we may for example only be interested for now in Major Gaps for Current Requirements, that are Required (Using the filers to achieve this)
And possibly due to a recent Security alert we are specifically concerned regarding their Security
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skills, so
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selected SCAD1 & SCAD2
Note: This showed they were under-subscribed when it came to dealing with security at the nuts and bolts level of SCAD
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. Improving
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the levels of SCAD competency
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will become a priority.
Detailed information of which people had skill gaps were able to be exported from the Skill Gaps analytics.
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You may want to also see if there are any Attribute Gaps associated with the 4 roles highlighted by the SCAD deficiency using the Attribute Gaps and filtered on those specific Requirements
So those in the Red may also need to be included in Development actions
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Another aspect of skill risks is associated with people who are assigned to a role for which they in fact do NOT have the required skills to perform the job adequately, and who are likely way out of their comfort zone most of the time. This can obviously lead to job dissatisfaction and obviously business risk for the |
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organization. |
Those most at risk are people who have 0%-25% of the required skills only. The Force Graph (Self) an Person Requirement Force Chart analytics was used for Self-Assessed Profiles, Competent & Proficiency selected skills:
The 26%-50% range was also selected:
The only person found in the 00%-25 25% range was in fact a Candidate for the CISO CIO role, so this was not could be a concern but probably not.
However there were some people targeted in the 25%-50% range, and Martine has decided it may be a good idea to target those people for skill development opportunities.
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