How to define skills in the workplace: Bridging Theory and Practice

The evolving business landscape underscores the necessity of defining workplace skills for optimal management
Defining Skills in the workplace: Bridging Theory and Practice.
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At Neobrain, we're convinced that skill is the keyto unlocking the hidden talents within a company. skills are not only transforming today's world, but are also creating the contours of tomorrow's enterprise.

Companies face 3 major challenges on a daily basis:

  1. The shortage of skills: according to McKinsey, 43% of companies consider themselves to be lacking in this area.
  2. The difficulties of anticipating tomorrow's challenges, with AI and CSR as tangible drivers of change.
  3. The need to adapt through long-term, ongoing means that engage employees rather than less effective one-off actions.

To address these challenges and highlight the abilities of individuals, let's begin by examining how we will defining skills in the workplace.

How can we define Skills in the workplace?

The word skill comes from the Low Latin "competentia" which means "right ratio". skill is defined as a combination of knowledge, skills and attitudes appropriate to a given situation.

Widely used in many fields, this notion evokes both skills acquired through experience in professional situations and innate faculties. In each case, it can be developed or lost if not used.

In addition, the development of skills benchmarks has grown very rapidly, along with the culture of assessment. The latter makes it possible to establish a benchmark for each individual's progress in their skills portfolio.

From a socio-economic point of view, skill, whether individual or collective, is directly linked to human capital management. It is a key lever for adapting to the various changes taking place in the workplace, notably through self-training, coaching and other practices adapted to each individual's learning model.

Let's define the specifics of skills in the business environment

In the professional sphere, we can define skills as a legal term that expresses the requirements of a profession. The individual thus mobilizes their various skills in a given professional context. One can thus say that they are the keystone of the modern company.

In an organization, skills must meet specific needs. Their management responds to the necessary adaptation of skills to the development needs of the company and to the improvement of the competitiveness of employees. Regarding the mobility of talents managed by the HR team, they are used as a common denominator for career development.

You will find ways to structure your skills in our"Categories" pageof skills.

Moreover, in France in the early 1990s, we saw the introduction of the skills assessment. Even today, its objective is to optimize employability, either in the case of access or return to employment, or in the case of professional mobility.

Human resources can also collect skills as early as the recruitment stage, using CVs to indicate training and certifications obtained, as well as technical tests to validate them before a position is taken up. skills management is at the heart of related HR development practices, performance appraisals, people reviews, etc....

Comparateur Gesion des skills

How to define corporate skills concepts through real-world scenarios

The professional skills, whether technical or behavioral, differ according to a given profession. Here are three examples:

  1. For a recruiter, we can define their core skills such as excellent interpersonal abilities, mastery of recruitment software and legal knowledge for drawing up employment contracts.
  2. In the case of a salesperson, we can expect skills such as a rapid understanding and mastery of the offer or service they are selling, the strength to persuade and negotiate, analytical skills and the use of KPI reporting tools.
  3. Finally, if we take the example of a maintenance technician, we can cite a good knowledge of the equipment related their sector of activity, an eye for detail in diagnosing faults, knowledge of safety rules and a sense of teamwork.

In summary, understanding the notion of skill is the first essential step to master before being able to identify and structure them within a company. This good understanding concerns the management, the HR staff, the managers and especially each employee, for whom it will be easier to carry out a self-assessment from a good understanding. skills and aspirations are inseparable, get acquainted with these essential factors in mobility with our Page"Assessing skills and aspirations".