The solution: enabling employees to assess their skills right now and compare them to the skills they need to achieve their career goals. All done on a central system that provides the resources to help them develop the skills they need.
Having this system accessible to managers, L&D and internal recruiters allows everyone to understand the skills within the business, where there needs to be more investment and where the next internal hire might be hiding.
It would create a rich source of data that you can analyse to identify the learning and development resources you need. It also allows you to see which skills are underperforming and where you have huge strengths in your people.
At Electric Circus, we’ve created digital technology that enables companies to capture and analyse their people’s skills – giving them valuable insights that can reduce recruitment and training costs, and focus learning and development spend exactly where it needs to be.
Creating development resources shouldn’t be all the L&D team’s responsibility though. What resources do you have in your own people to improve others’ skills? Do you have departments that have strong people in different skills? How did they get so good? What resources can they share?
Your employees are a valuable source of learning for others in the business and should complement more formal training resources. This can take the form of skills sessions, mentoring, podcasts or sharing advice. It also promotes a culture of internal mobility and demonstrates how your people can benefit from it too.