Employee Skills Inventories

Overview

Ever wonder if you have just the right people with the right skills for a specific project? Ever think you would like to know what specific skills would be most helpful for every department in the organization? Suppose you are about to launch a new product or service and need to know what combinations of skills and knowledge would be needed to service the new effort. How about creating a community of practice within your organization so that experts in different areas know who each other are!

A skills inventory may be the best solution. Fast, easy, simple, qualified and manager validated, you could be a click away from any of the resource leveling needs you may have including succession planning made easy.

• skills,
• talents,
• knowledge,
• attributes (like motivation, and confidence).

As business needs change, new products are developed, services shift and more of the workforce nears retirement, there is a greater need than ever to have a clear picture of the organization’s human capital capabilities.

Process

The Perceptyx Skills Inventory and Competency Trust works by:

1. Collecting responses directly from individuals within an organization about the level of mastery they have in particular areas;
2. Allowing managers to review and verify responses;
3. Allowing peers to further validate the qualified skill or competency.

Results

By facilitating more than just the identification of skills—the verification and validation of subjective competencies by peers and managers— Perceptyx is able to deliver a far more reliable solution than skills testing alone.

As an added benefit, our skills inventory solution can include the qualification of employees’ perceptions with behaviorally-anchored responses. Managers can then validate responses and results can be compared to the evaluation of coworkers.

Benefits of an Employee Skills Inventory?

• Collect skills in real-time.
• Report results immediately with our robust, online diagnostic platform.
• Gain a comprehensive view of the current skill base for the entire organization.
• Locate specific skills by geography, division, or many other useful demographics.
• Identify strengths that correlate with organizational success.
• Isolate skill gaps and build targeted training programs.
• Prioritize skills needed in critical strategic areas to meet business requirements.
• Create a searchable directory of skills to be used throughout the organization for team building and succession planning.
• Create a community of practice for technical resources across the globe.
• Give employees an opportunity to voice their skills, talents and interests.
• Match job descriptions with employees’ skill sets for better employee satisfaction and productivity.