Helping organisations with SkillsTx
Over the past three months our society, economies and businesses are being affected in ways we couldn’t have imagined or planned for. In a short time, thousands of companies have been forced to change the way that they operate. How do we minimize impact of these changes on businesses, performance and, most importantly, on employees – these are the main issues of concern for every company leader.
For many individuals and organisations, the current situation has accelerated innovation in education. It is emphasizing what we have all known for a long time – the need to move towards a learner-centric, not teacher-centric, education model.
From an organisational point of view, more and more businesses are getting settled into remote working. This means a faster adaptation of digital technology in their working style, a more collaborative approach between remote working teams, and an ability to access training and resources that might have been previously inaccessible because of geographical distance.
With everything that has happened over the past months, it feels impossible to predict what the world will look like next week, let alone next year. In this blog, we’ll explain how our partnership with SkillsTx can help your organisation and your teams cope with the change and develop the skills they need for the future.
Helping your organisation to develop new skills, increase innovation and agility
Regardless of how the situation develops, steps have to be taken now to help companies adapt and get ready for the future. Leaders and managers need to understand the skills they have in their organisation now, and what they might need in future. This will allow them to plan the mix of training, recruitment and development that will fill any gaps.
The president of SkillsTx, Matthew Burrows, says that things have changed and are unlikely to go back to how they were before. This means that existing roles/jobs will need a different balance of skills – so it’s definitely worth reviewing and updating your role profiles and job descriptions.
According to our director Claire Agutter, company leaders should look after their people by supporting their well-being during this crisis. As well, leaders/managers should be clear on the skills their employees need for current and future roles, work with them to baseline their current skills and create individual development action plans.
Lockdown or not, organisations need to radically rethink their strategy and look at their investment priorities. We have already seen that organizations who have already invested in digital are adapting much more easily.
Could the way we work change forever?
If employees and companies have learned anything, it’s that they can survive and, more importantly, thrive in an entirely remote working environment.
Of course, organisations may not continue to operate fully remote workplaces in the future. But do organizations understand the benefits of offering more remote working opportunities?
One thing is sure, organisations will need to change their operating model and organizational skills profile and respond to a different economic reality. We don’t know if the same number of opportunities will exist in our current roles, so change is inevitable.
How can the Skills Framework for the Information Age (SFIA) help organisations to identify, attract and develop the skills and talent they need?
If you are interested in how SkillsTx can benefit your organisation and help you manage your teams, why not try the 30-day FREE trial? The trial includes the FULL functionality of SkillsTx and is the perfect way to experience the benefits and start planning your roll-out of digital skills management.
Does the lockdown force digital transformation?
Even before the pandemic, reports suggested that 92% of companies were adopting a form of digital transformation. Some have referred to the pandemic as “forced digital transformation”, and it has certainly accelerated the need for many.
According to Matthew Burrows, during digital transformation, many companies fail to recognize that there are two different sets of skills that we need to consider – firstly, do we have the required skills to deliver the transformation, and secondly do we have the skills to operate the transformed operating model after we’ve finished the transformation project? These different stages will undoubtedly require a different mix of skills, so both situations need to be profiled and reflected in project plans and role profiles.
- Baseline the current skills of your workforce
- Identify the skills and experience necessary to deliver the transformation, and to operate post-transformation
- Look at the skills and experience gaps and risks
- Plan development of existing resources, and recruitment (permanent or temporary/contract resources) if necessary
Digital transformation is ultimately led by IT transformation; organisations will continue to change and the way that technology and IT teams support organisations will change. At ITSM Zone, we have seen changes within the service management industry. The necessity for businesses to adapt, change and deliver better services, all faster than ever before.
With the organisational changes and the economic struggle in general a lot of people find themselves looking for work or forced to look for new opportunities. Even in the most difficult situation where a company is having to consider redundancies, they can help maximize their prospects in new roles by enabling them to carry out a skills assessment and build their digital CV. The company gets the added advantage of understanding which skills they are losing, which will help in risk management and mitigation. The Digital CV (Skills Profile) will help the individual to showcase their skills and competencies, giving them an advantage in securing new work.
You can read more about how ITSM Zone and SkillsTx can help individuals here.
Share this posts…