If you have multiple business units in your audience and you’re tasked with upskilling/reskilling people in all of them, how can you create competency models/capability frameworks that remain relevant and close skill gaps for each?
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We believe that this perceptual gap is the single biggest obstacle you face with success in your role. You can’t fix a problem you don’t know you have.
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A skills assessment (or competency assessment) is performed on those identified tasks and skills that a person in their role needs to do to be successful. (That’s a role-based competency model.)
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Self-awareness is the key to action. When people think they are prepared, but don’t really have the required proficiency, they remain frustrated by career growth, yet relatively unmotivated to take the right action.
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How many people come to you who have studied in your institution, (probably investing a lot of money in it), worked hard, and are now at risk? Or can’t get a job at all? How many more of them are out there? A Georgetown University study says 6.2% of all alumni. If that is true, do the math and you can see how big this storm might actually be for you.
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