Updated: May 7
Degreed connects all the resources people use to learn and grow — including corporate learning systems and millions of courses, videos, books, articles, podcasts, and subject experts. Then Degreed use data science algorithms and Machine Learning (ML) to provide people and businesses with the tools, insights and feedback they need to continuously build and measure the skills they need next.
Building on the knowledge of the skills you started with, Degreed then enables the transition of those skills, by up-skilling, re-skilling or adding new skills, so your newly skilled employees can be re-located as skilled people to new areas of the business - powering the Internal Mobility model.
Some businesses see this differently. If you’re thinking you’ll wait to see what new skills will become the ‘in-demand skills of the fourth industrial revolution’ – I can understand the notion – forearmed is forewarned etc.
However, if that’s the plan. I just want to sound the ‘warning gun’ for you - the real issue for your business will emerge; some of the key skills you’re going to need, will be the hardest fought for, least available skills, and the highest priced in the Talent market place battle(s).
Just at the time you plan to select them. I wish you good luck.
For further reading the Degreed research paper - The Innovators Guide to Emerging Skills may be helpful.
Time then, to consider which of those Skills you already have in the business has the capacity to be Up-Skilled or Re-Skilled into new areas – save yourselves from market subjugation and disappointment ‘in the highest bidder talent marketplace’ – take charge of the Talent process from within.
Why from within the business? Firstly, they’re your loyal employee talent bank, will remain loyal and respect your selection of them - in fact your selection of them enhances that respect. Re-skilling them, to remain in market competitive, skilled roles, and in-demand jobs, they’re already team players, and know your business. They are 'your keepers'.
In fact, it’s a clear demonstration to your employees of a Learning Culture.
This early action by ‘jumping out-of-the-blocks at the warning gun’, has the business running fast, at the front of the field (feels like cheating really)…building talent in new areas, growing a pool of team SME’s (subject matter experts) with new skills, who can help deliver the ‘cross team growth’ of those new skills – who says cheating doesn’t pay-off!
Once you have the data on ‘What skills do we have’, you can plan what skills you need and the pathway(s) to transition from the skills you have, to the skills you need next. Enter the Degreed LXP.
Creating a learning culture, and tangible excitement around learning across all the employees and teams.
Clear knowledge of the value of learning and contributions that can be made with that learning, by all staff. Will pay significant dividends. Not least, is removing the Business distraction by the upcoming talent battles.
Remember the best way to survive any battle, is to watch it, from a safe place.
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Level 3 | 97 Pirie Street | South Australia | SA 5000