Is Your Organization
Ready For The
Digital Age?
Effectively and intelligently connect
people, jobs, resources, and opportunities
By Yvette Cameron
Managing skills across the organization can be a
messy business. While new skills are becoming
required as fast as new technologies are emerging
(hint: at an exponential rate), the actual skills
associated with job requirements, such as “grow
social media market share” or “streamline product
sales,” require a detailed understanding of the tasks
and capabilities that will effectuate those goals.
Translating skills from one job to another or from one
organization to another can be both an expensive
proposition and one fraught with error.
Just like the Rosetta Stone found in the Middle
East that was instrumental in deciphering Egyptian
Hieroglyphs by analyzing it against the other writing
systems on the stone (Greek, demotic), wouldn’t
it be great if there was a “Rosetta Stone” for
translating skills?
The complex and time-consuming nature of
keeping skills up to date while capturing the many
capabilities of the entire employee population has led
many organizations to invest tens or even hundreds
of thousands of dollars towards developing skills
and competency framework to meet their unique
organizational needs.
Leadership Excellence presented by HR.com JULY 2021 13
Understandably, this complexity has other
organizations hesitant to deploy such frameworks.
Yes, managing skills is a messy business. A common
way to understand and translate them is needed if
we want to more effectively and intelligently connect
people, jobs, resources, and opportunities, both for
our own organizations and for individuals as they
move between organizations.