The jobs & skills repository is a powerful tool for the management of a company’s human resources. How does it work? Read on to learn about the specific features of the jobs & skills repository and its role in skill mapping.
The jobs & skills repository: what is it exactly?
The jobs & skills repository is defined as a general set of which we examine the subsets. It lists all the occupations and skills that can be found within an organisation and enables the detailed analysis of their composition.
→ How do you read a jobs & skills repository?
The jobs & skills repository is presented as a table, for example an Excel file. It catalogues the occupations represented in the company, lists all the job titles pertaining to each occupation, and classifies them into job families.
The repository lists the skills corresponding to each occupation. It includes technical, personal as well as interpersonal skills. Depending on the repository, other information may also be mentioned – such as the hierarchical level of each job, the related compensation or the proficiency level required for each skill.
→ What’s the purpose of a jobs & skills repository?
A true HR management tool, the jobs & skills repository provides an overview of the occupations and competencies available within an organisation – and makes it easier to manage them.
The repository and the skill mapping are very similar content wise. However, it is the repository – as a list – that provides the data for the skill mapping. In turn, the mapping provides a visualisation of the data – for instance as a tree structure – to evaluate the weight of each occupation and skill within an organisation.
Thanks to this key information, the repository allows HR teams to assess the presence of skills within the organisation and/or to take the necessary measures to adjust their levels according to their strategic needs. In particular, it enables the team to anticipate training needs, adapt recruitments, calculate compensation levels, plan assessments, promotions or internal mobility. Very important for strategic workforce planning, the jobs & skills repository is an essential tool for carrying out an organisation’s HR strategy.
« An important point to bear in mind for the repository is that it should be based on the objective aspects of the job, without consideration for the knowledge, skills, experience and training of the employee currently holding the position. »
Skill mapping: definition and use
What is skill mapping and how is it related to the jobs & skills repository? How can it help a company?
→ Skill mapping: definition
Mapping the skills of an organisation provides a snapshot at a given moment of all the skills mastered by a company’s employees. It is a dynamic representation of the skills represented by the occupations of a branch or an industry, organised by families and sub-families.
This mapping is always based on a jobs & skills repository. As matter of fact, the repository lists the data in the form of a table or a list, as a preamble to the mapping, which enables its visualisation. Finally, to be relevant, this tool must evolve over time and be kept up to date.
→ The purpose of skill mapping
Skill mapping provides an overall view of the skills available within the company. Its purpose is to identify the distribution of skills in relation to the size of the workforce. Depending on the company, skill mapping can be presented in different formats and at various scales.
Skill mapping’s strategic benefits
Skill mapping reveals and documents a company’s human capital, as measured by its employees’ skills. It therefore plays a key role – both for employees and for managers & HR.
→ Benefits for employees
For employees, skill mapping enables the unbiased identification of any discrepancies between their current skill set and those required for their position – or for a desired future position. This impartial assessment helps them optimise their career path, for example by requesting training from their manager or HR advisor.
→ Benefits for managers and HR
Skill mapping is an essential prerequisite to strategic workforce planning. Thanks to the mapping of skills, managers and HR can determine a consistent training plan with regard to their employees’ strengths and areas of improvement. These L&D programmes can then be both more personalised and more likely to match employees’ aspirations.
Skill mapping also improves internal mobility. It makes the identification of bridges between jobs in the company easier and reduces bias. Good management of internal mobility always delivers higher productivity. Indeed, employees who find fulfilment in their jobs are also more committed to their companies.
Finally, in terms of recruitment, skill mapping enables HR to improve their recruitment process by objectively understanding a candidate’s skills and targeting those actually needed for a position.
Illustration credits: https://www.istockphoto.com/fr/portfolio/treety