A QUICK VIEW OF THE DIFFERENT USES OF THE

FEATURES IN ENTERPRISE SKILLS MANAGEMENT

1.1 Skills Inventory Dashboard of the company

Gives a view of the skills of the company

1.2 Skills Inventory Dashboard of the company – drilling down for details

Drilling down the skills inventory tree to know number of employees in a particular skill as well as number of employees at a particular proficiency level for the

skill

Total no of

employees in

a skill

Average

proficiency level

for the skill

No of employees

with a proficiency

for the skill

1.3 Skills Inventory Dashboard of the company – Search for employees in a skill

Contextual search

for a skill as a skill maybe

associated in different contexts

1.4 Skills Inventory Dashboard of the company – Grid View of the Skills

Gives flexibility to view skills in tabular form

With different options to slice and dice the skills information

Different

search

options

1.5 Skills Inventory Dashboard of the company – Drill down from macro view of skills inventory to employee level view of skills profile for specific

skill

Know details of

employee in a

particular skill

Click an employee

to go to the

employee’s skills

profile

2.1 Employee Profile page

Covers different aspects of an employee profile

2.2 Employee Profile page – Skills Profile of the employee

List of skills of

employee

Proficiency level

in various skills

Note: The

proficiency scale is

different for different

category of skills

3.1 Employee Skills Profiling – Setting the workflow rules for the organization

The skills profile is created by self (employee) and is put through validation process i.e. review and approval.

The number of levels of review and approval can be set / configured as is comfortable for the organization

Further, the rules or workflow can be set differently for different organization units

The configuration of rules / workflow is simple and can done with just a click.

3.2 Employee Skills Profiling – Employee creates skills profile of self

Creation of skills profile has two options. One, start with a function and drill down to the categories, sub categories and skills. Choose the skill and rate the

proficiency level. Two, search a skill and go to the skill in the skills tree, choose and rate proficiencny

3.3 Employee Skills Profiling – Skills profile of self (employee) sent for review

The reviewer sees the employees for whom the skills profile have to be reviewed

3.4 Employee Skills Profiling – Review of skills profile by reviewer

On clicking an employee, the skills profile as entered by the employee is visible.

The reviewer can add comments to the skills.

If change in the skill or the proficiency level of the employee is required, then the Reviewer “Rejects” and this profile goes back to the employee for making

change.

Once skills profile is approved, the skills profile is added to the skill inventory.

Manager adds

comments on

skills

3.5 Employee Skills Profiling – Employee can send the Skills Profile for review by peers

3.6 Employee Skills Profiling – Employee can choose the employees from whom he/she seeks peer feedback

3.7 Employee Skills Profiling – The peer employee can provide feedback by giving comments.

3.8 Employee Skills Profiling – HR can track status of the employee skills profiling process

4.1 Job Skills Profile – The fundamental construct of an organization

JSP is created for the different Jobs in the company. Typically there will one or more positions (filled or open) associated to a job / JSP.

The JSP is created similar to the ESP i.e. Employee Skills Profile – using the Skills Library and Profiling engine

Different

JSPs

Status

of JSPs

4.2.1 Job Skills Profile – Associating a JSP to one or more positions

A JSP can be assigned to one or more positions that have been created.

4.2.2 Job Skills Profile – JSP is similar to an Employee Skills Profile

4.3.1 Job Skills Profile – Identifying “Best Fit” employee for a Job/JSP

When a position is vacant and needs to be filled internally, ESM enables identification of the “Best Fit” employee for the Job / JSP

“Best Fit” is a proprietary algorithm of It’s Your Skills for best match between a job and individual skills profiles.

Option to

identify “Best

Fit” for a JSP

4.3.2 Job Skills Profile – Identifying “Best Fit” employee for a Job/JSP

“Best Fit” algorithm checks the skills profile of all the employees and picks the ones that best fit a job. The “Best Fit” classifies them on closest fit, over

qualified and close fit.

Expected

proficiency level

for the skill

Closest fit employees

and their

skills/proficiencies

Over qualified

employees

Not so

close fit

Skills required

for the Job/JSP

4.4.1 Job Skills Profile – Create Job Description from JSP

When no employee is found to match the requirement for a job and decision is made to hire from outside, the JSP is used to create a JD

No separate or additional effort is required for the recruitment to fill a position. The JSP turns into a JD and so is integral to the overall process of employee

engagement.

Create a JD

from JSP

4.4.2 Job Skills Profile – Create Job Description from JSP

5.1 Recruitment Process – with the Skills Profile as the foundation and integral aspect of the process

The JSP based JD is sent to candidates by HR / recruiter.

The candidate sees the skills required for the job as is used internally

in the form of JSP

So expectations of skills is seamlessly shared with the candidate.

Proficiency

rating

entered

Comment

on skills

added

5.2.1 Recruitment Process – Recruiter receives application from different candidates in the form of skills profile

5.2.2 Recruitment Process – Recruiter can view skills required and skills entered by candidates

5.2.3 Recruitment Process – Recruiter can compare skills profile of different applicants

This eliminates the need to read through different resumes and compare text.

Helps improve efficiency in screening and productivity in processing

5.3 Recruitment process – Input on skills proficiency from interviewers

The assessments on proficiencies on the skills of the candidates are provided in the same format of the skills profile

Rating on

proficiency

5.4 Recruitment process – Comparison of different candidates’ skills profile with proficiencies as assessed by different interviewers

Any number of interviews can be conducted and scores of every round can be added and comparison made for skills of different candidates

5.5 Recruitment process - Report

Different reports with status of recruitment at different levels are provided

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