Very excited to hear that additional product development is occurring with the above topics. I think the enhancements will help with utilizing the platform to best support their organizations.
Still a personal opinion - there seems to be a missing link in between:
Job Profile > Competencies > Skills
Jumping over Competency as a container I think will sneak up on the product and customer needs.
This may sound very HR-ish coming from me...but IMHO, expected competencies are to be aligned to a job profile. Skills are representative of behaviors that when are demonstrated/interpreted by the manager to show a proficiency in the competency.
For example:
As a Vice President at our org, they may have a Job Profile that includes them as being a people leader. Leadership as a competency would encompass the following skills (behaviors) that can be demonstrated by the people leader:
- Developing and supporting individual development
- Fostering team collaboration
- Effective check-ins/1:1s
- Managing a remote workforce
- Managing a diverse team
- Managing across organization and cross functionally
and the list would go on….
So Job Profiles coming along? Great. But we are missing the link in between to roll up the many skillsets and behaviors into the competency.
@dklinger maybe skill sets could fill the gap of “competency”?
Skill sets look more like a way to help segregate skills into administrative domains, but couldn’t also be used to group skills into something, in this case competences?
@emateda - good morning and thanks for the chat.
Sure skill sets work. We can call it whatever (I am sorry not being dismissive). We just need that middle container here for skills mapping to be that much more viable. I don’t think proficiency or skill levels cover it either.
Take my example…. A VP would be expected to be highly proficient in X skills….and that helps with getting granular and walking the skill mapping outwards from the broad base of a people leader profile. It gives us a chance to have a people leader 1, people leader 2, and people leader 3. versus a flatter model when starting the journey of mapping skills and skillsets to a job profile.
I can’t wait to see and start using the Admin Dashboard. Will this be part of the next major release? Look forward to seeing the details.
@dklinger maybe skill sets could fill the gap of “competency”?
Skill sets look more like a way to help segregate skills into administrative domains, but couldn’t also be used to group skills into something, in this case competences?
@emateda - you made me look 
. Going one step further I can see that skills sets are already part of the Skills Management interface. I super-like the idea to lean into something that is already there. It already maps the relationship. Now all we need is some logic to it.
I can envision a “logic engine” or something like it building to define how the skillset can satisfy the needs of a given job profile:
- for this given job profile a person needs to complete these courses in the skillset (and we get a chance of using our new enrollment priorities as a component of that mapping), we need to cover this skill set with these 3 mandatory courses AND this 1 required course AND this count of suggested courses OR optional courses.
@dklinger - really glad my answer had some value :)
We actually acknowledged that phase as well, as the toughest one. Even though we would need to map hundreds of courses with tons of skills, which will be a significant operations work, I still think the “logic” or “design” or “skills architecture” or whatever we want to call it will be the most challenging part: skill sets into skills, skills into courses, skills or skill sets into job roles.
It is even more important to set it first right (or as much as possible), because once you go live with skills, learners will be forced to create their skills profile (you can enforce that as a post-login pop-up), and they would lose motivation to do this more than once (in case at some point you would want to redo it from scratch).
