SeeraCloud
Skills and Careers Management
Let’s talk about Skills and your Business
As Businesses, employing the skills and service of our staff is usually one of our biggest costs. Yet, whilst we record their service carefully (time and attendance, leave entitlements, etc), we rarely record and monitor their skills (knowledge, experience, use of tooling or equipment, Behaviours, and or leadership) in the same measurable ways we do with other significant investments and assets.
This is because, until now, we have thought of skills as words (words on position descriptions, job ads, resumes, performance reviews, etc), and words are very difficult to quantify. For instance, we all know that ‘years of experience’ is no guarantee of broad or advanced skills, and that claims and interpretations of terms such as ‘Senior’ or ‘Experienced’ vary wildly.
In turn, it is these ‘skills as words’ that is fuelling the inconsistencies, inefficiencies, and natural biases that are compromising the core people management functions of recruitment and resourcing, performance management, training and compliance, diversity and integrity, and enterprise capability planning.
Implementing ‘Skills as Data’ delivers major efficiency and bottom-line benefits across your enterprise.
Skills as Data and Careers Management
Skills and Careers Management is the practice of leveraging objective and transparent Skills as Data assessments to complement, inform, and digitally transform your Talent Acquisition, Organisational Development, and People Analytics processes.
Our SeeraCloud - Skills and Careers Management platform delivers unprecedented time and cost savings by providing Skills as Data
Data Set Selection and Administration
Templated Position Descriptions
Objective Assessments and Performance Management
Accelerated Recruitment and Project Resourcing
Aligned Training Prioritisation
Robust Compliance Records Management
Transparent Diversity and Integrity
Enterprise Capability Planning
Getting Started with SeeraCloud
Getting started with SeeraCloud is easy. Following a consultative onboarding process, you simply complete the following three steps (as detailed below) and your Skills and Careers Management journey is underway.
Select your Skills and Competency Datasets
Assign your template driven Position Descriptions
Conduct staff Self Assessments
So contact us today.
Amplifying Datasets and Frameworks
Beyond managing and maintaining your selected Skills and Competency datasets, be they industry standard or your own developed frameworks, SeeraCloud amplifies their benefits and agility by converting their static spreadsheet or document composition into powerful and dynamic, enterprise scale webforms, databases, workflows, and real time analysis reporting.
Behavioural and Psychometric frameworks are also supported seamlessly by SeeraCloud, and multiple datasets can be combined with no limits.
Skills as Data Position Descriptions and Templates
The benefits of Skills and Careers Management starts with Templated Position Descriptions, composed from the standardised skills and competency attributes that define each requirement of a role. Better still, some public domain skills and competency frameworks, such as SFIA, extend their value by providing industry best practice position description templates which SeeraCloud easily ingests to jump start your own Skills and Careers Management implementation.
+ Position Description Problems Addressed
- Writing Position Descriptions is tedious and time consuming, particularly when it is not a core capability and or only done infrequently.
- Position Descriptions and Job Ads rarely reflect domain specific, best practice, requirements and language.
- Free text Position Descriptions are out of date as soon as they are published, and are rarely updated or maintained accurately.
Objective Assessments and Performance Management
Running throughout their entire employee life-cycle, Staff (Employee / Contractor / Worker) Self-Assessments, and 360 reviews, against the skills and competency requirements of their Position Description or Project Assignments provides the foundation for consistent, objective, and transparent Recruitment, Performance Reviews, and Career Planning.
This transparency is assisted by the inclusion of an additional Interest Level self-assessment against each attribute which more accurately reflects the individual’s career aspirations.
+ Performance Management Problems Addressed
Frequency
- Failing to stick to the performance appraisal schedule.
- Annual reviews don’t match the real pace of business.
- Not giving employees timely feedback.
Measurement and Motivations
- Stacked rankings actually reduces engagement and de-motivate employees.
- Unfair evaluation practices and misplaced accountability.
- Reviews are used primarily to drive compensation decisions.
- Not documenting the process or outcomes.
- Failure to motivate better employee performance.
Goal Setting
- Not explaining clear paths to improvement.
- Not tying employee goals to company goals.
- Failing to set stretch goals.
- Creating goals that are not measurable or objective.
Source
https://hrdailyadvisor.blr.com/2015/03/30/10-flaws-of-a-typical-performance-management-system/
https://www.linkedin.com/pulse/5-serious-problems-performance-management-emily-he/
Accelerated Recruitment and Project Resourcing
Leveraging your Skills as Data Position Descriptions, SeeraCloud makes the process of sourcing top talent far more efficient and effective by allowing hiring managers to create concise Job Ads from the competency, skill, and behavioural attributes defined in the Position Description, and to advertise them seamlessly on multiple integrated sites (internally, company career site, job boards etc). SeeraCloud also provides internal recruiters with the power to search databases of internal and external candidates to find those that match the skills required, even before advertising the role.
Integrated Candidate Self-Assessments, against the advertised attributes, coupled with objective and automated Referee assessments, makes Candidate Short Listing and comparison much faster, more accurate, and far more transparent then the current process of free text keyword matching and 'bias compromised' gut feel scans of hundreds of candidate resumes.
Of course there are still critical personality attributes and enterprise specific considerations, such as cultural fit, to be assessed prior to a final appointment. However Seera is unprecedented in the speed by which you can shortlist the most competent candidates against whom to apply such assessments. You really must checkout the huge time savings Seera brings to Talent Acquisition.
+ Talent Acquisition Problems Addressed
Difficulty in Hiring
- On average, each corporate job ad attracts 250 resumes (Glassdoor) leading to an average 39 days time-to-hire a new employee (Jobvite 2017 Recruiting Funnel Benchmark Report).
- Having chosen a successful candidate using skills as words, you still have no measurable data on their current skills and experience, nor future interests and ambitions.
- The unacceptably high occurrence (up to 50%) and cost (up to 2.5 x salary) of hiring and exiting the wrong people, not to mention harm to the company’s reputation, demands a better approach.
Reasons for Bad Hires
- Relying on intuition rather than data-driven decision making – 75% (Dr. John Sullivan).
- Candidates misrepresented themselves in CVs – 50% (HR Social Network study).
- Didn’t assess candidate’s skills and attitude well enough – 36% (CareerBuilder survey).
Cost of Bad Hires - Filling a position
- Advertising to source candidates.
- Screening and candidate management.
- HR interview and support.
- Manager interviews and decision making.
- Skills & psychological assessments.
- Background and reference checks.
Cost of Bad Hires - Induction, Training, and On-costs
- Training investment.
- Business cards, IT setup, and incidentals.
- Employee on-costs – superannuation, annual leave, payroll tax, office space.
Cost of Bad Hires - Lost Productivity and Termination
- Salary of poor performers while they are employed by you.
- New employees are estimated at only 50% productive for first three months (or longer).
- Team Productivity – assisting poor performer.
- Manager productivity – having to focus on the poor performer instead of the business.
- HR termination advice – performance management or termination payout.
- Repeating the initial hiring process and training the new employee.
Aligned Training Prioritisation and Robust Compliance Management
Leveraging regular and transparent competency-based Performance Reviews, workforce managers can begin to identify and prioritise the Learning and Development undertakings required to meet the individuals career progression goals, as well as the team’s or organisation’s overall capabilities requirements and gaps.
Meanwhile, multi-disciplinary workforces are often underpinned by complex qualifications, registrations, licences, and certifications that their employees and contractors must obtain and maintain in order to perform their roles lawfully and effectively. The management of these Compliance artefacts requires discipline and rigour that carry costly penalties and significant reputation damage if not administered properly. SeeraCloud's robust management of these business or regulatory critical verification and compliance documents, such as certifications and licenses, is a core element of our Skills as Data solution.
+ Learning and Development Problems Addressed
Lack of ROI
- Most training expenditure never produces a tangible ROI.
Transparent Diversity and Integrity
The lack of diversity and equality in many industries and workplaces can no longer be simply dismissed as 'unintended' or a 'work in progress'. With equivalent education, skills, and experience, there is only one reason why underrepresented groups struggle to gain leadership and other senior positions, and that is because of conscious or unconscious BIAS, plain and simple.
Describing Skills as Data, not as words, brings critical objectivity, transparency, and measurability to your diversity and inclusion integrity reporting.
+ Recommended Cultural Diversity and Inclusion Survey
Establish a clear business case for how the company will benefit by having a more inclusive culture by asking:
What are our inclusion goals?
What are the reasons for those goals?
How do we quantify inclusion?
How will inclusion impact our mission, brand or bottom line?
Conduct a full audit of your people processes—from recruiting and hiring to developing and retaining employees.
Couple the data with engagement and other workforce survey data to gain a full measure of your climate.
Identify any shortcomings and measurable discrepancies around inclusiveness in your organization.
Instil rigor into inclusion strategies with data-driven plans, and measure the results.
Source
Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of the Society for Human Resource Management (SHRM).
Capability Analysis and Planning
Aligning your workforce capability with your organisational goals is a key challenge in today’s dynamic and fast changing business landscape. This is where SeeraCloud’s real time Capability Gap Analysis delivers unprecedented benefits for individuals, teams, and the entire enterprise. These same 'Skills as Data' analysis tools and processes extend through Project Resourcing, Career Succession, and Business Continuity planning disciplines.
Utilising SeeraCloud’s integrated and graphical Organisational Structure representation, the same data driven gap analysis approach can be used to accurately project skills gaps resulting from proposed organisation or departmental restructures and or mergers and acquisitions. This is unprecedented in conventional HR platforms.
