Gareth Flynn’s Post

TQSolutions #skills research has just made an appearance in this months edition of The CEO Magazine Global which is super exciting for our business. Sharing our knowledge and research insights on what it takes to be #skillsbased has been a personal mission of mine this year and I am really grateful for this major exposure and coverage of this work. The published article is titled "How to Navigate the Transition to a Skills Based Organisation" and is written for senior business leaders and their HR colleagues addressing how to assess whether a skills transition is right for their business and their people. It shines the light on various ingrediants for success as well as emphasising the criticality of well funded and very well supported change and transformation activities. I would like to thank the countless people and organisations I have spoken or listened to on this topic over the past few months, my team at TQSolutions for putting up with my slightly myopic focus on #skills in 2024, Angela Cross for her support with this editorial and The CEO Magazine Global for agreeing to give this topic some much needed air-time. There is plenty more to come on this topic as our research continues, and still heaps to learn as the world of work ramps up its adoption of #skillsbased activity. Really excited for where this will head in the future. Enjoy the article, and as always I would love your thoughts and feedback. #futureofwork #skillspowered #talentacquisition #talentmanagement #talentstrategy #workforcestrategy https://lnkd.in/gAXmiv3S

This is a great article from Gareth Flynn and TQSolutions on skills which has made it into the The CEO Magazine Global

What steps are you taking to identify skills gaps in your organization? The concept of a skills gap analysis isn’t just a buzzword; it’s a crucial practice for ensuring teams are equipped for future challenges. As industries evolve, so do the skill sets required to thrive. This article provides a comprehensive guide on how to effectively conduct a skills gap analysis. It highlights the importance of aligning team capabilities with organizational goals and offers valuable insights into identifying and addressing deficiencies. Embracing this approach not only enhances performance but contributes to long-term growth and adaptability. I'm curious to hear your thoughts and experiences. How do you assess and bridge skills gaps in your team? Share your strategies or challenges below! https://lnkd.in/eUV3feuC MuchSkills

In today's rapidly evolving workplace, staying ahead of the skills curve is no longer optional—it's essential. Korn Ferry's insights into workforce skill development mark the importance of cultivating both technical and soft skills to future-proof organizations. As we navigate constant technological advancements, it's crucial for leaders to foster adaptability/continuous learning across their teams. This is a proactive approach - and ensures companies not only keep pace but thrive in the face of change. Take a look... https://lnkd.in/en45GdYk

'Future-proofing your workforce requires more than recognizing and confronting existing skills gaps. To sustain success — and to attract and retain elite talent — organizations must also identify and prepare for future skills. Emerging skills gaps among the current workforce have increased in recent years as organizations grapple with progressing technologies and the changes wrought by the pandemic and Great Resignation. Forecasting future skills is not an exact science; every organization is different. But there are steps hiring managers and other workforce leaders can take to hone in on the unique future skills necessary for their organizations.' Future skills require futuristic tools. Join SkilledScore today at: https://lnkd.in/d7NaTS3n

How is your organization Identifying Skills required to compete in the Future? Did you know you can find your FUTURE in your PRESENT? Using an iterative process to proactively identify future skills is key: 👉🏿HR is not equipped with the data needed to properly address the skills gap. There is a lack of successful processes for forecasting future skills (United Nations, 2020). 👉🏿Reacting to changes rather than following a process to identify future skills puts organizations at risk of falling behind. Not having the right future skills in place can negatively affect a company’s performance. It can reduce innovation, increase talent costs, lower quality and customer service standards, and make it much more difficult to pursue market opportunities (PwC, 2019). Advice & Critical Insight from McLean & Company: ✴️ There is no cure-all for understanding what skills your organization will need in the future. HR must embed an iterative process to identify the future skills needed and the gap with current skills in the workforce to execute organizational and people strategies. ✴️ Scope the future skills identification process and design a pilot to uncover future skills and the skills gap. Iterate and apply this process throughout the organization to identify future skills. ✴️ Modify and/or create new roles to incorporate future skills into your organization. ***to learn more link in the comments box below Acknowledgment: McLean & Company Original Post David McLean #humanresources #chro #futureskills #hrstrategy #learninganddevelopment #management #leadership #leadershipdevelopment

How to boost skills intelligence and increase talent-readiness 2024 Gartner research highlights that companies taking a more precise approach to talent fluidity can boost talent readiness by up to 60%. So, how can organisations target talent fluidity? Dion Love, Vice President of Research & Advisory Services, Gartner shares key research findings and takeaways. Linked in comments below! #skills #skillsgap #talentmanagement #futuretalent

With rapid shifts in the market, economic uncertainty, and ever-changing demands, organisations are constantly being tested. The ability to stay resilient depends on having the right people in place, but how do you ensure your team is prepared to handle these challenges? Join us for the webinar, "Enhancing Organisational Resilience with Success Profiling and Assessment," where we’ll share practical tools and strategies to help you strengthen your workforce and thrive in uncertain environments. Date: Thursday, 26th September 2024 Time: 12:00 PM Register here: https://lnkd.in/djACurbi Key Learning Points: - Learn how success profiling can identify key talent - Find out how assessments can help prepare your team for unexpected challenges - Discover ways to align talent strategies with your business goals Register now: https://lnkd.in/djACurbi #webinar #successprofiling #assessment #assessmentsolutions #workforcesolutions

Talent Landscape: Advanced Guide to Skill Research In an era where the competitive edge is defined by the quality of talent, understanding the talent landscape has never been more critical. Effective skill research not only identifies the essential competencies required for success but also uncovers gaps that can be bridged to drive organizational excellence. Here’s a robust, step-by-step guide to conducting thorough skill research that delivers actionable insights. 1. Define Clear Objectives To start, establish crystal-clear objectives for your skill research. Are you looking to identify skill gaps, predict future skill requirements, or benchmark your workforce against industry standards? Defining specific goals will guide the direction of your research and ensure relevant outcomes. 2. Identify Key Roles and Competencies Map out the key roles that are pivotal to your organization’s success. For each role, detail the critical competencies and skills needed. This can be achieved by: Reviewing job descriptions. Conducting interviews with department heads and managers. Consulting industry standards and role-specific requirements. 3. Comprehensive Data Collection Gather data from a variety of sources to ensure a holistic view of the talent landscape: Internal Data: Leverage employee assessments, performance reviews, and HR databases. External Data: Use industry reports, labor market analyses, and professional surveys. 4. Deep Data Analysis Utilize advanced analytical tools to delve into the collected data. Identify trends and patterns that reveal skill shortages, emerging skill needs, and areas ripe for training and development. Statistical software and data visualization tools can help in making sense of complex data sets. 5. Benchmarking Compare your findings with industry benchmarks to understand where your organization stands. This comparison will highlight areas of strength and opportunities for improvement. Use reputable sources such as industry reports, professional associations, and benchmarking studies. 6. Develop a Strategic Skill Development Plan Create a detailed plan to address the identified skill gaps. This plan should include: Training Programs: Design and implement training initiatives to upskill current employees. Hiring Strategies: Tailor your recruitment process to attract candidates with the necessary skills. Upskilling and Reskilling Initiatives: Continuously develop your workforce to meet evolving business needs. 7. Continuous Monitoring and Adjustment Regularly monitor the effectiveness of your skill development efforts. Use performance metrics and feedback loops to assess progress and make necessary adjustments. This iterative process ensures your organization remains agile and responsive to changing skill demands. #TalentResearch #SkillDevelopment #HRStrategy #WorkforcePlanning #OrganizationalExcellence

Traditional job structures are becoming obsolete as skills evolve twice as fast as they did in 1980. According to Oliver Wyman Forum research, 60% of employees want to work for organizations that prioritize skills over titles, underscoring how the transformation of work is no longer optional — it's imperative. #OWForum #Uncharted