05.10.2020

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Jobs and skills repositories: our four tips to create them

The jobs & skills repository is an essential tool for the administration of a company’s human resources. Presented as a table, it lists all the jobs and skills available within the organisation, simplifying their management. How can you develop an effective jobs & skills repository? Read our four tips for making the most of this powerful tool.

 

 

Define the repository’s purpose

 

Before you embark on the project, we strongly recommend that you spell out the exact purpose of your jobs & skills repository. Common goals include to anticipate training needs & internal mobility, to reorganise recruitment, to calculate compensation and to carry out assessments or promotions.

 

In this first stage, you should also define the scope of the repository or the entity to be surveyed: a particular line of work, a department, or even the organisation as a whole in the case of a smaller businesses. These initial elements will help you define, programme and schedule the project.

 

Related: What’s a jobs & skills repository? How does it relate to skill mapping?

 

 

Set up a dedicated team

 

Once you’ve established the purpose, you need a team dedicated to developing the jobs & skills repository. This working group is generally led by one or more HR managers and is made up of managers from the departments affected by the survey and sometimes a few employees representing the various professions.

 

Top executives can also take part. Their approval and support throughout the project gives the jobs & skills repository a higher profile and even more legitimacy within the company.

 

 

Leverage a global vision of jobs & skills

 

Advances in artificial intelligence and automation are transforming some jobs and creating new ones. Today’s jobs and skills are constantly evolving and may be radically different in the future, forcing organisations to be agile and adapt at all times.

 

Consequently, a repository should ideally adopt a global (“macro”) approach when classifying jobs and skills, by defining first of all the major families of occupations and skills. Taking this step back gives a broader perspective and makes the tool more flexible, adaptable and relevant in the long run. If the job & skills repository is too detailed or takes an excessively “micro” approach, it may defeat its purpose. Indeed, if your company aims to create bridgeways between various jobs, it is not in your interest to go into too much detail about skills, for example by specifying the model of a machine or the version of the software mastered by an employee. Listing the skills “Experience with centrifuges” or “Photoshop proficiency” serves the purpose better.

« Thanks to its data analysis capability, the digital solution provides a dynamic, automatically updated jobs repository – in very little time. »

Rely on a digital solution

 

72% of jobs & skills repository projects remain uncompleted, due to a lack of time and resources. The trick is to use a digital solution to save time, as well as to stay abreast of the evolution of jobs and skills. Indeed, thanks to its data analysis capability, the digital tool produces a dynamic repository.

 

Conversely, Excel spreadsheets and other traditional tables are very time-consuming to compile. In addition, their “fixed” nature soon makes them obsolete in the face of constant change in the jobs.

 

Boostrs has developed a proprietary solution, Skillmapper, which delivers a jobs & skills repository in a few weeks. Automatically produced from a list of positions, it offers reliable and – importantly – regularly updated jobs and skills data, enriched with insight on market trends.

 

By successfully developing an effective jobs & skills repository, HR teams can free up time for their main purpose: talent development

 

Related: Training: the key role of the jobs & skills repository

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Illustration credits: https://www.istockphoto.com/fr/portfolio/nadia_bormotova