24.09.2020

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Measuring a skills map’s impact and performance

Skill mapping takes time and money. That’s why, once completed, you need indicators to measure its performance and impact on the company’s development. In this post, we take a closer look at the most useful indicators.

 

 

Skill mapping: the KPIs to track

 

Sales, productivity, HR, etc. There are many types of indicators that companies use to measure the success of their skill mapping investments. Here are the main ones.

 

Turnover rate

 

The term “turnover” refers to rate of renewal of a company’s employees in a given year. A significant drop in turnover after skill mapping can be a sign of success.

 

In particular, it can point to:

 

  • A clear improvement in the choice of employees and in the identification of the company’s needs
  • The ability to retain employees and to support them effectively in the development of their skills.

 

Internal succession rate

 

The internal succession rate refers to the percentage of open positions filled by internal candidates. This is a telling indicator. Indeed, when a company identifies the need for a skill, it usually initiates an external recruitment process. In many cases, however, skill mapping can reveal an internal profile that matches the need at a given moment. Using this approach and increasing the rate of internal succession reduces recruitment costs, as well as develops the talent in question.

 

Performance

 

Skill mapping can also improve performance. This happens when positions are better matched to the skills of each employee. You can measure improvements in performance using various quantitative indicators: number of deals handled, prospects brought to the company, sales volume, frequency of complaints, etc. Depending on the activity, these indicators can help assess an employee’s work.

 

Skill measurement

 

Many companies aim to leverage their skill mapping project internally for the broader purpose of training & development. Once completed, the skills map should enable its user to gauge the availability or shortage of each skill.

 

You can measure skills in two ways:

 

  • Directly, via skill tests and/or self-assessments,
  • Indirectly, relying on qualifications, certifications and previous employment to determine whether an employee has a given skill.Dans beaucoup d’entreprises, le projet de cartographie des compétences est au service du développement des compétences en interne. Une fois terminé, il doit donc permettre de déterminer la présence ou l’absence des compétences.

 

 

Varying criteria from one organisation to another

 

The type and number of indicators used to measure the impact of skill mapping will vary according to your company’s objectives.

 

The most common objectives include:

 

Developing skills

 

Skills development optimises the company’s overall performance and competitiveness.

 

Improving employee training

 

Skill mapping determines the key skills that need to be acquired, so the company can plan training accordingly.

 

Increasing employee mobility

 

Knowing the skills of each employee serves as a basis for their career planning. Their talents can be better harnessed and developed.

 

Strengthening employee satisfaction & loyalty

 

The goal here is to encourage employees to stay longer with the company that has invested in their talent.

 

Improving HR performance

 

Skill mapping can help optimise employee acquisition, development and retention, saving costs & time while ensuring employees are well suited to their jobs.

 

Increasing employee performance

 

Higher performance contributes to the achievement of strategic business objectives.

 

When choosing the most relevant indicators, it is important for all affected stakeholders – top management, HR and line managers – to come together and roll out monitoring tools. Bear in mind that KPIs are not necessarily definitive: they may change in the medium or long term, depending on the company’s goals.

 

 

→ Good to know

Objectives and key performance indicators (KPIs) are two complementary concepts. An objective is an outcome that the company wishes to achieve. To qualify as such, it must be measurable.

 

A KPI is used to monitor and measure the effectiveness of an action – in this case, skill mapping. In most cases, the indicator is quantitative and the data collected is used to determine whether objectives have been achieved.

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