L'état des compétences dans l'industrie

The traditional mindset around career growth tends to be hierarchical, where individuals wait for a promotion or focus solely on climbing the corporate ladder, often overlooking the importance of skills in their growth trajectory. Implementing a skill-based approach could address these challenges and potentially improve retention rates.

Marta Dimova

Global L&D Specialist at Electrolux Group

Because of labor shortages, there is a necessity to move beyond degrees. It’s crucial to ask, ‘In which parts of my organization do degrees actually matter and in which can we focus more on skills and widen our group of talent that we want to attract?

Marlene de Koning

Director of HR Tech & Data at PwC

When firms invest in skill-based competency development, their workforce may not see immediate benefits and may prioritize their job over building their skills for the future. Managing this fixed mindset and moving towards a growth mindset is crucial for a successful transition to a skills-based organization.

Sharan Shankar

Gobal Learning Experience Design Director at a leading consultancy firm

I constantly monitor the top 150 managers in Vopak and reach out very frequently to talk about the strategic critical roles. Are our people still in a good position? What about their potential to grow? If yes, what could be a logical next step and is there any pressure on that?

Maarten Vaags

Global Talent Director at Vopak

You need to look around your organization and identify untapped skills or potential in people that you're not fully utilizing. One of the biggest red flags for an organization is when you are recruiting for new roles despite having capacity within the organization.

Alex Rylance

Head of Human Resources UK, Netcompany

The first step is starting with the company culture which is the baseline of what kind of skills you want to identify in your employees. From there, you can tailor skill sets based on specific roles, although simplicity is key.

Elise Baeriswyl

Learning and Development Lead at Picnic Technologies

It's essential to start from the top. To successfully integrate this strategy, we needed buy-in from every executive member. We then communicated the benefits of the competency-based strategy to the entire organization, tailoring our message to resonate with different groups, such as first-time managers or in specific departments.

Melissa Strong

People Learning & Programs Manager at Pigment