The shift to skills-based talent strategies is the key to future business success and relies on accurately identifying and measuring workforce skills. However, many organizations struggle with skills assessment and verification. This limits the value of investments in development and training.
Effective skills measurement starts with an assessment to create a baseline. But only about one-quarter of companies believe they adeptly gauge skills and track progress, Brandon Hall Group™ research shows.
High Proficiency in Assessing Skills and Measuring Progress
2021: 16%
2023: 27%
Source: Brandon Hall Group Study, Think Like a CEO: How Learning Drives Business Impact
Existing approaches to skills measurement often lack assessment of skills proficiency before training and focus only on knowledge transfer after training.
A new eBook, co-produced by Brandon Hall Group™ and ETU, provides guidance and insight on transforming skills assessment and verification.
Skills Assessment
Forward-thinking companies are transforming assessment using a two-pronged approach:
- Technology- AI-powered tools can automate the skills assessment process by analyzing data from various sources. Natural Language Processing (NLP) algorithms can extract and analyze unstructured data (in email text, for example) to identify specific skills mentioned by candidates or employees. Immersive learning methods, such as simulations, replicate workplace scenarios and assess how proficient the learner is in each skill.
- People-driven. Employees or job candidates can demonstrate their skills through assessment surveys. They can also create portfolios that showcase applied skills and discuss the skills they have and their aspirations to evolve and grow. Managers can provide insights through performance appraisals, feedback sessions and other processes. Employees and managers who participate in skills assessment are more aware of what organizations are looking for and more engaged. This leads to a well-rounded picture of the available skills within the organization.
Leading organizations use both approaches, using technology to pre-populate skills data. Then, skills identified by employees, job candidates or managers can be overlayed or integrated.
Assessment identifies skills, but proficiency levels are crucial for talent decisions. Here again, a combined approach works best. While advancing, technology has limitations in judging competency. People provide important perspectives but lack scalability.
Simulations are emerging as an effective solution — evaluating applied skills in realistic scenarios. Behaviors are automatically assessed against needed competencies. This blends technology efficiency with human-like discernment.
Skills Verification
Verification confirms whether skills are applied on the job. But research reveals only 35% of companies measure this critical step. Technology like AI-driven knowledge tracing and natural language processing can provide continuous verification at scale. Simulations are also valuable for dynamically evaluating proficiency over time.
With assessment and verification, skill gaps become visible. This enables targeted development and closes the loop until competencies are attained.
Neglecting robust skills measurement restricts the success of upskilling initiatives. The combination of skills assessment and ongoing verification provides the insights needed to optimize human capital investments and business performance.
