Notes from Matthew:

Some great points in here. Many of them will challenge the advice and approach from competitors such as BCS and ValidateSkills, supporting our advice to get a complete picture of the skills inventory rather than just defining roles and assessing people against specific roles.

•  Critical skills are no longer synonymous with roles

• Re-evaluate which roles need succession plans and bolster the development paths for potential successors.

• Re-engineer workforce planning to focus on critical skills versus critical roles.

• Provide greater career development support to employees in critical roles who lack critical skills.

• Organizations demonstrating their commitment to employees now will be viewed as top-tier employers.

• Evolve modeling of skill needs to quickly course correct as conditions change.

• Provide employees with more varied, adaptive, flexible careers so they acquire valuable cross-functional knowledge and training.

• Differentiate between critical roles and critical skills and map enterprise wide pipelines for key skills.

• Support re-skilling and career development. Develop resources and build out platforms to provide visibility into internal positions.