Do you know your “bench
strength?” Workforce development, recruiting, talent management and succession
planning – when, and where, does the assessment take place for these functions?
Inc., reported in a research
brief, Inventory Your IT Skills and
Competencies to Meet Business Needs, each of these disciplines should begin
with a well-informed survey of your organization’s skills and competencies, or
your company’s “bench strength.”
According to Gartner, less
than one-third of IT organizations have a formal workforce planning solution. Inventorying
skills and competencies within the organization, when viewed not as a one-off
project, but an ongoing process tied into broader and more long-term goals, can
be a key step in implementing a planning solution.
The inventory process
should not start on an organization-wide level. Scope should be determined from
the onset – identifying skills and competencies critical to short- and
long-term goals – and a pilot area of the company, especially a
mission-critical and/or more vulnerable area, should be targeted. As with most
major endeavors, a clear picture of success should be determined from the
beginning, with key metrics to measure the program throughout its life.
So what, exactly, are the
benefits of inventorying skills and competencies? A select few on Gartner’s
- Enables a formal
resource management process to better leverage internal talent pools.
- Monitors critical
skill areas for risk management and mitigation (i.e., succession planning).
- Improves staff
retention through integrated talent management programs.
Gartner’s goal in
inventorying: “having the right people in the right roles with the right skills
and competencies at the right time.” Sounds desirable, yes?
For more benefits of inventorying skills and
competencies, as well as key steps in implementing the process, download the research