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53% of organizations are identifying new skills needed for their post-COVID operations





  • Identifying current bench strength and skills gaps
  • Working to restructure jobs around automation
  • Prioritizing learning and development spend
  • Offering flexible careers across the organization



Is your organization ready to advance skills-based practices?


Take this diagnostic to assess the maturity of skills structures and reskilling processes in your organization. Identify areas of opportunities and get tips on next steps instantly!


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With transformation an everyday reality, the opportunities around skills-based talent practices are unprecedented. Without accelerating progress on their skills agenda, organizations won’t have the talent to take advantage of emerging new jobs. Leading companies are re-inventing their talent and reward programs around skills.


  • Career development/pathing

    Enable employees’ ownership of their careers through skill mapping and adjacencies, which shine a light on actionable career paths

  • Talent acquisition

    Select candidates based on skills, using AI-driven skill inferences and simple digital assessment tools to improve the quality of the process and the candidate experience

  • Performance management

    Know that agile environments require rapid, multi-sourced performance feedback and assessment, so skill proficiency and development activities are even more critical

  • Strategic workforce planning

    Apply internal and external supply and demand skills research data and devise plan to close skills gap

  • Skills assessment

    Measure skills and capabilities objectively for talent acquisition, development, succession or a broader people strategy, based on your skill framework

  • Reskilling

    Conduct rapid reskilling, targeted by robust assessment capability, without laborious current state analysis

  • Pay-for-skills

    Invest in future skills and reinvent pay programs with AI-driven pay decisions based on skill demand, supply and criticality

  • Succession planning

    Ensure succession pools are informed by individual skills to expand potential talent pipelines and avoid job structures that may limit diversity

  • Internal talent marketplace

    Deploy talent to gigs, projects, experiences based on skills supply and demand, promoting internal mobility and diversity of thinking and experiences across the organization