As the largest private employer in the UK, Tesco invests a significant amount of money in training its staff each year. Tesco wanted to allocate funding to the right areas of learning but didn’t have robust data on their colleagues’ specific skills gaps to help inform these decisions.
We designed an internal talent development platform for Tesco, including a skills comparison tool for colleagues to assess their skills against other roles. They could also compare different roles and evaluate the additional skills they needed to progress.
Finally, a line managers’ assessment tool allowed managers to assess their team members, which built a three dimensional picture; the role baseline, the employee’s view and the manager view.
A talent development platform which provides both managers and colleagues with a firm basis to have career development conversations. Engagement with the platform is high and as a result, the learning and development team have robust analytics.
These highlight where they needed to channel training budget to plug the skills gaps they have now, and potentially in the future. It has also empowered colleagues by giving them greater visibility and understanding on how to pursue internal progression opportunities – an important driver in retaining your talent.
As always, we kicked off this project with a discovery session. These exploratory sessions are vital in uncovering the root cause of challenges and exploring potential solutions. They help us map out the objectives, drivers, blockers, audiences and existing systems, so we can design a solution that helps clients achieve their goals.
The self-assessment tool is pivotal to improve staff retention by developing a greater awareness of the roles available, the transferable skills staff already have and empowering staff to enhance their skills in a structured way.
An inviting homepage and intuitive navigation welcomed colleagues and guided them through the assessment process. The colleague carries out a self-assessment of their skills in their current role and is given a level for each skill and a visualisation showing the expected levels for the role.
Their line manager reviews their assessment and conducts their own assessment of their team member’s abilities which is shared with them. The results form the basis of career conversations and help the team member create a personal development plan together with their line manager.
When colleagues are keen to move across the business, they can compare themselves to other roles in the organisation and see what skills other roles require. The platform is a gateway to further learning, giving them access to training to improve their skills and to help create a learning plan for the career they wish to progress.
Unlike a learning management system (LMS), the tool is designed to help employees understand how they can progress within the organisation based on the skills they have. The tool can be linked with your LMS to automatically pull through skills and training data for a complete record of a colleagues skill base.
And finally, one of the most exciting aspects of the platform is that it could also be linked to your applicant tracking system and internal job board – suggesting suitable roles to colleagues with the relevant skills, as well as helping managers and recruiters identify internal candidates for open roles or specific talent programmes.
This experience was built in partnership with QA. QA are specialists in technology – who provide a comprehensive suite of talent and training services to help individuals and companies be winners in the digital revolution.
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