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 Job/Role Management)
- Associated everyone with at least their Current Job
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.
- These figures show that there is an 88.8% of people who have active profiles. (And we are aware the missing % are due to the 10 new people that are yet unassigned)
- Of the 88.8% over 60% of them have updated their Profile at some stage, which 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 (100%) with a profile has 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 in fact locked Current Job access from being able to be set in the Planner. This helps ensure that people are being allocated to the correct Current job. This is set under Job/Role assignment, a Job/Role Definition Task
Note: People ARE able to select their own Future job.
- 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.
- 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 Org Skill Gap Analytics, ascertaining the difference between the FTE requirements and the count of people with the skill
- They were specifically concerned regarding their Security type skills, so filtered the analytics for SCTY & SCAD:
This showed they were under subscribed when it came to dealing with security at the nuts and bolts level of SCAD, although fine at the strategic level of SCTY. Improving their levels of SCAD competency has become a priority.
- They were specifically concerned regarding their Security type skills, so filtered the analytics for SCTY & SCAD:
- Detailed information of which people had skill gaps were able to be exported from the Skill Gaps analytics.
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 organisation.
Those most at risk are people who have 0%-25% of the required skills only. The Force Graph (Self) an analytics was used:
- The only person found in the 0-25 range was in fact a Candidate for the CISO role, so this was not a concern. However there were some people targeted in the 25%-50% range, and Martine has decided to target those people for skill development opportunities.
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