How are you understanding the skills of your workforce?

Let's explore the collection, usage and application of skill data in your organization.

Skill management is becoming a priority for many organizations. Skill data is information about the skills that people have and how they are applied. Organizations collect and analyze skills data for a number of uses. We're reaching out to people like you to explore the reasons why skills data is important and how it is used.

Ibbaka operates a skill management platform and offers a simple service to check role coverage and skill gaps.

If you would like to see the results of this survey, please provide your name, organization name and email address at the end of the survey.

Individual names and company names will not be shared in our report.

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* 1. What do you like most about your role?

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* 2. How would you describe your organization's maturity when it comes to managing and utilizing skills data.

We don't actively collect and manage skill data

We are taking the first steps in gathering skill data

We have repeatable processes for gathering and using skill data

We have rich skill data and apply it to many aspects of our organization

We have an adaptive approach to skill data and are continuously improving the data and finding new ways to apply it

Other (please specify)

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* 3. How does your organization collect skills data?

We periodically collect data through surveys

We use spreadsheets

We don't collect skills data

Employees maintain a profile that includes skill data

Employees maintain a resume that includes skills data

Through a performance management system

Through an LMS/LXP

Through a skill management platform

Through our talent management system

We are modelling skill data as part of a larger effort to define roles and / or jobs in the organization.

Through our HRIS system

Other (please specify)

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* 4. What role do you currently play in the utilization of skill data within your organization?

Collecting data (making process effective, communications)

Ensuring data can be used to make decisions or plan (aggregation, analysis, understanding gaps, identifying potential)

Making decisions with data (about investing external hires, resourcing from within, L&D investments)

Other (please specify)

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* 5. How would you characterize your organization's priorities for using skills data? Please rank the options below from most important to least important, with 1 being the most important.

Make better external hiring decisions

Focus and prioritize investments into learning programs and content

Foster internal talent mobility

Improve our performance management outcomes

Understand how our strategic goals map to the skills needed to execute

Help individuals understand the skills they need to do their jobs and effectively contribute

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* 6. Is there a priority or objective driving your need to collect and analyze skill data that you do not see represented in the question above ?

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* 7. Which of the following activities do you think is most difficult and why?

Making sure we understand the skills we need to succeed as an organization

Aggregating and analyzing skill data

Ensuring that we have a way to collect the data on what skills people have

Ensuring that our people can effectively plan for professional and career growth

Making skills data useful for strategic decision making and planning

Ensuring skill data for jobs and roles is complete and up to date

Getting objective assessment data for skills proficiency

Why are the activities you selected difficult?

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* 8. How do you plan to improve your capabilities to gather, analyze and use skill data in the next 12 to 18 months?

Define or improve a skills taxonomy for the organization

Define or improve one or more competency models

Implement a 'system of record' for managing skills

Integrate skills data across systems

Leverage third party analytics tools to analyze the data we have

Collect peer assessment data for skills

Improve our existing system(s) and process for gathering skills data

Other (please specify)

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* 9. How would you describe your role in the organization.

HR Professional (Generalist)

Talent Acquisition Leader or Specialist

HR Senior Executive

Learning and Development Manager or Executive

Line of Business Manager

Practice Area Leader

Partner / Managing Partner

Operational Manager

CHRO

CLO (Chief Learning Officer)

CEO

CTO

CIO

COO

Other (please specify)

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* 10. How many people work in your organization?

0-50

51-200

201-500

501-1000

1001-2000

2001-5000

5001-10000

10000+

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* 11. If you would like to see the results of this survey, please include your name and email address so that we can send you a copy of the report.

Name

Company

Email Address