Industry insight: Blockchaining to track current and potential employees’ skills — from chieflearningofficer.com by Tanya Boyd
Excerpts:
A learner who is aware of their unique strengths and development needs, as well as their preferred approach for gaining new skills, is often able to find the learning opportunities that they need more effectively and efficiently.
A global language for skills
While we might be tempted to focus within, looking for ways to address our own company’s talent challenges in isolation, this common concern invites a more global solution. We would all be better off if we could build a global language for skills. It’s at least one step toward achieving global processes for evaluating and developing them.
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The top three challenges with skills and skill-based practices, as cited by McKinsey’s 2021 state of hiring survey, are: the ability to validate skills, sourcing job seekers with the right skills and scaling this approach.
Having a validated “chain” of skills for an employee helps not only in the selection process, but also as L&D departments seek to personalize learning. Blockchain creates a more valid approach to personalizing learning based on each employee’s competencies and skills gathered across their career, rather than just the skills they are demonstrating in their current organization and role.