Join Us
Explore

YOUTH ECOSYSTEM

Opportunities for development, learning, experience and productive work.

Bridging the gap between certified training, education and the requirements of a productive workforce generating business value.

Digital ICT Skills Definition

Personas

  1. YES
  2. Corporates
  3. Studio Partners: Mazars, Believe Sourcing Group, ….

Overview

Review and define critical ICT professional, soft and technical skills needed to support your business execution and talent strategy based on the outcome of the Skills Needs Assessment.

PITCH SUMMARY

TBC

Problem

The following problems overcome challenges related to defining, aligning, and managing talent effectively:

  • Ambiguity in Skill Requirements: Corporates often struggle to define the skills required for their digital ICT roles. This ambiguity can lead to mismatches between job requirements and candidate qualifications, resulting in inefficient recruitment processes and suboptimal hiring decisions.
  • Alignment with Business Strategy: Without a clear understanding of the skills needed to support their business objectives, corporates may struggle to align their talent acquisition and development efforts with strategic priorities. Defining a set of SFIA skills requirements ensures that talent initiatives are closely aligned with the organisation’s goals and direction.
  • Skill Gap Identification: Corporates may lack visibility into the specific skill gaps within their workforce, hindering their ability to address critical areas for improvement. By defining a comprehensive set of professional, soft, and technical skills, corporates can identify gaps and prioritise training and development efforts accordingly.
  • Role Standardisation: In organisations with diverse digital ICT roles, there may be inconsistencies in how job roles are defined and structured. Defining SFIA skills requirements provides a standardised framework for mapping skills to job roles, ensuring consistency and clarity across the organisation.
  • Talent Acquisition Efficiency: Corporations may struggle to attract and retain qualified candidates without clearly understanding the skills required for each role. Defining SFIA skills requirements streamlines the recruitment process by enabling corporates to articulate their expectations clearly and target candidates with the right skill sets.
  • Training and Development Alignment: Effective talent development relies on clearly understanding the skills needed for success in each role. By defining SFIA skills requirements, corporates can design training and development programs that address specific skill gaps and support career progression within the organisation.

SOLUTION

A Talent Management platform that allows you to standardise and measure skills on an international standard like SFIA and provide consistency in skills requirements across the organisation. This platform allows you to assess recruits coming into the organisation and the existing workforce. This allows for the effective definition of a talent development strategy to close existing gaps and put the right training in place for those joining the organisation.

Benefits

  • Clarity in Skill Requirements: By defining a set of SFIA skills requirements, customers gain clarity on the professional, soft, and technical skills needed for each organisational role. This clarity helps streamline talent acquisition and development processes by ensuring alignment between job roles and required skills.
  • Alignment with Business Strategy: The skills definition process ensures that talent initiatives align closely with the organisation’s business strategy and objectives. By mapping skills requirements to strategic priorities, customers can prioritise talent development efforts and focus resources on areas that drive business value.
  • Effective Talent Acquisition: Clear skill definitions enable customers to effectively articulate their expectations to candidates, leading to more efficient and successful recruitment processes. Customers can build a workforce better equipped to contribute to the organisation’s success by targeting candidates with the right skill sets.
  • Skill Gap Identification: Completing the skills definition process helps customers identify skill gaps within their workforce. This insight enables them to prioritise training and development initiatives to address critical areas for improvement and ensure that employees have the skills needed to perform their roles effectively.
  • Role Standardisation: Defining SFIA skills requirements provides a standardised framework for mapping skills to job roles across the organisation. This standardisation promotes consistency and clarity in job descriptions, career paths, and performance expectations, facilitating talent management and succession planning efforts.
  • Enhanced Employee Development: Clear skill definitions empower employees to take ownership of their professional development and career progression. Employees can use the defined skills requirements as a roadmap for identifying areas for growth, setting goals, and acquiring new skills that align with their career aspirations.

Features

  • SFIA Talent Management platform.
  • Manager user management: Set up managers to manage SFIA Skills Requirements.
  • SFIA Skills Requirements: Define the relevant professional, behavioural, and technical skills needed for the skills you want to recruit and the skills you already have for all relevant digital ICT job positions in your organisation.
  • Training of managers on SFIA framework and running SFIA Assessments with new or existing workforce.

OUTCOMES

  • Review & refine skills strategy: review existing business and skills strategy and refine it to meet your needs.
  • Review existing job specifications and skills required per job role. Extract professional, soft and technical skills.
  • Build SFIA skills requirement mapped to a job role on SkillsTx.
  • SkillsTx licenses for professionals and managers are valid for one month for the duration of the engagement.

ENGAGEMENT

  • Delivery over 2 – 4 weeks, depending on customer stakeholder availability.
  • 52 hours of Wazee consulting time.
  • Customer and Wazee identify key stakeholders.
  • Customer and Wazee: Introduction of the project to key stakeholders – 1hr
  • Customer and Wazee: Communication plan – 2 hrs
  • Customer and Wazee: Workshop to understand critical skills strategy and – goals: 2 hrs
    • Key stakeholders
    • The customer presents a business strategy
    • The customer presents current skills available in business: job roles and how you think about this
    • Present skills plan: insources, outsourcing, partnerships, etc
  • Customer HR provide job specifications for job roles.
  • Wazee reviews job specifications and roles.
  • Wazee builds SFIA skills profiles to address skills requirements and job specifications.
  • Wazee presentation and feedback on the outcome – 2 hrs
  • Training of managers to run assessments with employees.

Next Steps

Digital ICT Skills Assessment: If you want to focus on assessing existing staff within the organisation with support from Wazee OR

Skills Pathway Design If you will conduct the skills assessments within your team but require assistance in designing a skills pathway that selects the best training to close the identified gaps based on the outcomes of the skills assessments. 

Connect