Sponsored by SAP
On this episode, we’re exploring the analysis findings from SAP SuccessFactors about how you can grasp skills-based HR practices. We’re going to focus on how the world of HR has advanced in how abilities are used and the way know-how might help us collect abilities, knowledge, and intel. It’s a captivating and relevant matter to anybody on the market who handles individuals administration. Be sure you tune in!
Meet Our Visitor: Dr. Lauren Park
Becoming a member of us at the moment is Dr. Lauren Park from SAP SuccessFactors.
Dr. Lauren Park is a senior HR analysis scientist on the SAP SuccessFactors Market Insights and Buyer Engagement staff. She leads utilized blended technique analysis packages on HR and workforce subjects to tell product and portfolio technique and supply consultative steerage to organizations all over the world.
Worker Expertise
Let’s start by having you outline what abilities our listeners ought to be contemplating throughout our dialog.
So for the needs of our analysis and what we contemplate abilities as a analysis staff, we’re actually an umbrella time period for information, abilities, and talents. And these are maybe the traits, the concrete abilities, the information that staff have that they’ll apply on the job. We additionally differentiate between technical {and professional} abilities or information. So what some people would name smooth abilities or laborious abilities, we want to name them skilled and technical respectively.
Profitable The Race for Expertise Analysis
Please inform us concerning the Profitable the Race for Expertise analysis program. How did it come about and what was particularly studied?
So this was a very nice analysis program we’ve executed over the previous couple of years, and the main target was on particularly skills-based hiring and pay. We had as a staff, executed lots of work on subjects like skills-based studying or skills-based profession growth. However from what we’ve seen round skills-based organizations, we actually see this transition to turning into a skills-based group beginning with hiring and ending with pay.
The Shocking Outcomes
So inform us, what analysis findings do you suppose are most shocking or informative that leaders can apply of their journeys to change into extra skills-based?
The most important factor and probably the most shocking factor was round candidate change administration. Now, we talked to our HR leaders, we surveyed all of those completely different personas to ask, what are your opinions of skills-based hiring and skills-based practices? And understandably, recruiters have to alter the best way they work. Hiring managers have to alter the best way they make choices about hiring. Senior leaders could have their choices challenged extra typically than they’re used to. So all of those personas have lots of change that should occur.
To Study Extra About Ability-Primarily based HR Practices
For extra insights about how your group can profit from worker advantages, hearken to this full podcast episode. And make sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Spotify.
Anytime you wish to proceed this dialog on social media, comply with our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram. Let’s speak!
SAP Profitable the Race for Expertise – 4 Approaches to Making Expertise a Actuality Whitepaper
SAP Profitable the Race for Expertise – The Science of Expertise Storyboard
