Skills-Driven Organizations: Letting Tech Help Drive the (R)Evolution!

December 21, 2022 | 3 minute read
Christine Yokoi
Senior Director, Product Strategy, Fusion HCM - Shared
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By: Christine Yokoi, Senior Director Product Strategy, Talent Management

Recently, Chris Havrilla wrote a blog discussing what constitutes a skills-driven organization and the heightened value of skills being at the center in lieu of jobs in the world of work today.  What is really exciting is that current technology is ready to support becoming and thriving as a skills-driven organization today.  Let’s take a closer look at how.

Skills technology provides value across a whole host of business processes when skills identification and maintenance can evolve and adapt as environments, work, and roles change.

Technology leveraging AI that recommends relevant skills throughout HCM business processes makes it easier for:

  • Candidates to put their best face forward to a potential employer by recommending skills that are in the employer’s language.  The candidate may have the skills but didn’t articulate them in the way the employer was seeking, and she can benefit from adding skills from the recommendations to put herself forward in the best light.
  • Recruiters and hiring managers to include appropriate skills in job postings.  Sometimes it’s hard to think of skills that are needed and it’s helpful to be prompted by an intelligent list of suggested skills.
  • Employees to keep their company profiles up-to-date so that they can be considered for various internal opportunities.  Employees keep their LinkedIn profiles up-to-date, so just bring that information in.  Employees can get skills recommended continually, including inferred related skills that they have but may not remember to list up.  And seeing recommendations can also help them identify skills that they want to develop.  Keeping your profile up-to-date is something that needs to be repeated ongoing, so it’s really advantageous to have this be as simple and user-friendly as possible.
  • Managers and leaders to ensure their teams have and are developing the desired set of skills for the business priorities.  They can use skills suggestions to aid them in identifying trending skills and adjacent skills which could be important for a business area. 
  • Employees and managers to have skills validated through crowdsourcing and evidence-based means, such as endorsements of skills by peers, skills validated by learning or gig completion.  Having others participate in skills identification and confirmation enables skills to proliferate in the organization and helps provide an ever-current picture of skills.
  • HR, Talent, and Learning administrators to associate proper and pertinent skills to job profiles and learning catalog items.  These can be tedious processes and having relevant skills recommendations can vastly streamline the work, as well as support keeping the information current.

And perhaps more important, technology can support all stakeholders and especially employees to get the “What’s in it for me.”  It’s nice that the AI recommendations make it much easier to keep your profile up-to-date, but then what?  If you see growth opportunities based on your skills profile, such as learning resources to develop key skills, a gig to gain new experiences in a short term project part time, or a colleague you can connect with to get advice about a potential future career, you can see the value in keeping that profile fresh.  There is an ongoing motivation factor to not only keep your skills up-to-date but to continuously develop and grow your skillset and also grow your career.

As we know, a challenge with keeping on top of skills is that they have an increasingly shorter shelf life and the skills that an organization requires changes continually as the business environment changes. This means a considerable maintenance effort is required, and the more rapid the changes, the more taxing the manual effort becomes. With AI, we can have a system which continuously detects and manages skills and learns from usage and data changes that reflect what is happening in the business on an ongoing basis.  The technology continually adapts and refines skills related recommendations as the business grows and evolves. Needless to say, this is extremely powerful.  It’s game changing. And the technology today makes it possible for organizations like yours.

What if your skills technology understood the DNA of your organization, your business conventions, your language, your culture?  Providing your candidates, employees, recruiters, managers, learning administrators, and HR specialists skills personalized relevant recommendations for skills?  This is possible today with Oracle’s AI technology, which provides a skills solution that can be tailored to your organization’s unique culture and business practices. 

Learn more about how Oracle Dynamic Skills can help your organization become a skills driven organization.

Christine Yokoi

Senior Director, Product Strategy, Fusion HCM - Shared

Christine focuses on driving the future direction of Oracle Cloud HCM Talent Management applications, making customers successful and referenceable, and supporting our field on product positioning.

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