• last year
(Adnkronos) - “Oggi la parola chiave nel mondo delle risorse umane è agilità dell’intera forza lavoro e per introdurla bisogna fare qualcosa che non è più procrastinabile. A nostro parere, come azienda che da 25 anni si occupa di talent management con oltre 7500 clienti a livello mondiale, riteniamo che l’approccio pragmatico sia quello di adottare un framework sostenibile ma strutturato per una mappatura delle posizioni e dei ruoli all’interno delle aziende con le competenze necessaria, le skills emergenti e identificare quelle ormai meno rilevanti. Una ‘job architecture’ basata sulle competenze è quindi un elemento chiave”. Lo ha dichiarato Federico Francini, country manager Cornerstone Ondemand Italia, intervenendo al Forum Risorse Umane di Comunicazione italiana, che anche quest’anno, a Milano, ha chiamato a raccolta i protagonisti del settore risorse umane in un incontro che, per il 2024, ha come tema l’‘Integrability’, una concetto che racchiude soluzioni tradizionali e approcci innovativi nella gestione delle hr.

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00:00Today, the key word in the world of human resources is agility of the entire workforce.
00:11And to introduce agility, which is a word that has never been abused in recent years,
00:16we need to do something that is no longer procrastinable.
00:19In our opinion, and from our point of view,
00:23a company that has been doing this job for 25 years,
00:26on talent management and training of over 7,500 clients worldwide,
00:34we believe that the pragmatic approach is to adopt a sustainable but structured framework
00:42in terms of a mapping of positions and roles within a company
00:48with the skills that are necessary,
00:53with the emerging ones that can derive from insights from the job market.
00:59And we have a solution for this, which is called Skyhive,
01:02to identify those that are no longer so relevant.
01:05And so they are today, I don't say obsolete,
01:07but they are no longer key elements for the choice or for the future of that person in that role.
01:13And so this is the mapping, a job architecture based on skills,
01:18which we describe as the key element of departure,
01:21to then deal with the rest in a sustainable way,
01:24which means training, filling gaps in skills,
01:27doing strategic workforce planning based on skills,
01:32increasing the involvement of employees,
01:35giving visibility to internal career paths
01:38and the possibility of learning collateral skills, those of their role,
01:42and therefore also giving them the freedom to learn and nurture their ambitions.
01:47And by doing all this, we are more than convinced,
01:51but this is also confirmed by numerous market analyses,
01:54that bring business benefits also for the company itself
01:58in terms of revenue, turnover and profitability.

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