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Managing employee skills with a GEPP strategy, putting in place an effective training management, career development, and anticipating future talent needs are key challenges for Human Resources. A skills framework is a central tool to address these challenges. But how can you build it effectively so that it meets your organisation’s needs and supports your long-term HR strategy? This article explores the key steps and challenges to anticipate when implementing a skills framework.
What is a skills framework?
A skills framework is a database that brings together all the skills (technical, behavioural, or interpersonal) required to perform a role within a company. It serves as a tool to:
- Structure and organise these skills based on their importance to different job roles
- Assess them
- Develop them
The framework is built around three dimensions of skills: knowledge, know-how, and interpersonal skills. The first, knowledge, represents the theoretical and academic expertise a person needs to master in their role. This may include sector-specific knowledge or general competencies such as proficiency in a foreign language.
What is a skills framework, and what is it for?
Know-how encompasses practical and technical skills. This refers to real-life experience, work methods, and the ability to apply knowledge in professional situations. It may include, for example, project management or using specific software.
Lastly, interpersonal skills (also known as soft skills) refer to behavioural and relational competencies such as teamwork, stress management, communication, or leadership.
What challenges should you anticipate when implementing a skills framework?
Implementing a skills framework requires a significant investment of time and human resources. It necessitates an in-depth analysis of job roles and close collaboration between HR teams, managers, and subject-matter experts. It also involves creating appropriate assessment tools, such as questionnaires or skills matrices tailored to each role.
Moreover, in some industries, roles evolve rapidly due to technological advances or economic shifts. For instance, in the IT sector, programming skills are constantly evolving with the emergence of new languages and methodologies. To ensure the framework remains relevant, it is crucial to update it regularly in line with changing skills requirements. Without such updates, the framework can quickly become obsolete, jeopardising the company’s competitiveness.
Another major challenge is securing buy-in from employees and managers. Staff must understand that adopting the framework will help managers and HR identify areas for improvement and support their career development. Clear communication and proper training are essential for the successful implementation of this tool and for gaining employee support. For example, training might include practical sessions in which managers learn how to use the framework during annual appraisals and HR reviews.
6 Tips for Creating an Effective Skills Framework
To ensure the effectiveness and relevance of your project, it’s essential to follow a structured approach. Here are six tips for building a skills framework tailored to your organisation’s needs:
Define the objectives of the framework
The first step is to clarify the reasons for setting up the framework. Each organisation may have different goals: improving internal mobility, structuring training programmes, streamlining recruitment processes, or supporting strategic transformation.
For example, in a company undergoing international expansion, the main objective might be to develop employees’ linguistic and cross-cultural skills to facilitate mobility abroad. A skills framework would allow you to quickly identify employees who need training.
Involve the right stakeholders
The success of the framework largely depends on collaboration among various stakeholders. HR teams, managers, and subject-matter experts must work together to define the required skills.
For instance, in a manufacturing company, production managers, quality engineers, and maintenance experts would need to work alongside HR to identify the technical skills needed on production lines. Their involvement ensures a comprehensive and accurate framework, making it easier for employees to use and adopt.
Take stock of existing skills
This stage involves conducting an inventory of the skills currently present within the company. This can be done through employee interviews, on-site observations, or brainstorming workshops with teams.
For example, in a communications agency, teams could list skills in design, content writing, advertising campaign management, etc., to gain a better understanding of current strengths and gaps.
Tools such as People Reviews or the Nine Box model can also help structure this assessment, identify high-potential talent, and prioritise training or mobility needs.
Categorise skills by proficiency levels
To make the framework more precise, it is helpful to define several levels of proficiency for each skill. For example, for a web developer, the “Basic Knowledge” level might refer to theoretical understanding of a programming language without practical application, while the “Expert” level could refer to the ability to design complex architectures and train others in that language.
Each level corresponds to the degree of expertise required to perform a role or progress in a career path. This classification allows for more accurate assessment and the creation of personalised development plans.
Set clear evaluation criteria for each skill
Each skill must be associated with clear and objective evaluation criteria. For example, to assess project management skills, criteria might include the ability to meet deadlines, stay within budget, and coordinate an interdisciplinary team.
These criteria form the basis for evaluating employees during annual appraisals and for adjusting their development plans as needed.
Regularly update the framework
A skills framework is not static. It must be reviewed periodically to ensure it reflects the organisation’s needs and takes into account the evolution of roles, skills, and employees.
For instance, during an internal reorganisation or following major technological changes—such as the adoption of artificial intelligence in business processes—the framework should be adjusted to incorporate new required skills.
Implementing a skills framework is a strategic undertaking that requires a rigorous approach. By anticipating challenges and following these tips, you can build a framework that meets your needs, enabling efficient skills management and fostering employee mobility and training. This tool then becomes a true lever for your organisation’s competitiveness and agility.