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Skillset A tool for finding people to do a job Jeff Colombe, Ph.D. Emerging Technologies Department Presentation to Open Badges Alliance Wednesday, December 3, 2014 1

Skillset Talent Management System [Dec. 3 Community Call]

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Page 1: Skillset Talent Management System [Dec. 3 Community Call]

SkillsetA tool for finding people to do a job

Jeff Colombe, Ph.D.Emerging Technologies Department

Presentation to Open Badges AllianceWednesday, December 3, 2014

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Strategy: Develop a job skills inventory and use it to match people to job roles

Open Badges has largely emphasized education and skill development.

Skillset is focused on the downstream concerns of employment, primarily finding peoplefor project work based on their education and skills.

This information can be useful in other ways. Corporate management can do gapanalysis and planning for workforce development and hiring on the basis of specificskills. Education and professional development resources can be identified on a skillbasis and justified on a demonstrated need basis.

‘Matrixed’ employment: the wave of the future? Cross-organization, hourly billing tocharge numbers, management of conflicts of interest, who pays benefits…complicatedspace with potentially high payoff beyond single-boss hierarchical model ofemployment.

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Strategy: Develop a job skills inventory and use it to match people to job roles

Finding good people to work on a project is unnecessarily difficult, due to impoverishedand faulty communication channels (modesty, desire to promote self or others, wordof mouth, limited searchable data).

We are developing a digital job skills inventory relevant to MITRE that can be used tomatch the right people to the right work. Some of this content will come fromprofessionally curated sources (e.g., ACM), and some will be crowd-sourced by theuser community.

Employees can fill out a profile in which they self-report their levels of skill in a widevariety of domains. Broad categories include practical skills, subject matter expertise,organizational/interpersonal skills, and preferred working styles.

An employee's self-reports of skill levels can be voluntarily verified by managers, taskleads, and others. Credentials are used to distinguish the type of authority inverification.

Task leads can post profiles of the skills needed for a job role, and both employees andtask leads can search and rank from jobs to people and vice versa.

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Strategy: Develop a job skills inventory and use it to match people to job roles

Factors involved in the success of this effort include:

1. Adoption. We will investigate the problem of adoption by the usercommunity. Factors include effective user interfaces and effectiveness of search, andpsychological incentives such as desire for professional success and advancement. Socialbootstrapping will likely be a factor.

2. Quality of content. We would like for the user community to contribute to the skillinventory, and for the community to 'cleanse' and select the best of these contributionsthrough usage and ratings.

3. Incorporation of Skillset into business practices. HR and legal issues, and corporateculture are factors (*see next slide, for example).

4. Transition of Skillset to government organizations and the commercialspace. Exploring export of Skillset concepts, data, methods, practices, and software togovernment organizations, as a plug-in module for enterprise HR software, and as a Webservice for talent management in the global economy.

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Skillset is NOT for:

Employee performance review

Laddering

Promotion

Raises

These purposes requireconfidentiality

Skillset is for:

Finding work you want

Finding the help you need

Support for professionaldevelopment

Improved planning and gap analysisfor management

These purposes require sharingsome information

Strategy: Develop a job skills inventory and use it to match people to job roles

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Page 6: Skillset Talent Management System [Dec. 3 Community Call]

Skillset concept: Use a crowd-sourced skill inventory to match people to work

Job role profiles Employee profiles

Skill inventory

User-contributed contentand quality control

Projectlead

Curated content and administration

Interactive visualization of skill distribution in organizations for gap analysis and

workforce development planning

Comparison and ranking

Topic-mapped links to professional development resources (education, training, testing, accreditation, etc.)

User-contributed contentand quality control

Finding desirable workersFinding desirable work

Third-party verifications

Employee

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Page 7: Skillset Talent Management System [Dec. 3 Community Call]

Skillset concept: Use a crowd-sourced skill inventory to match people to work

Employee profiles

Skill inventory

User-contributed contentand quality control

Projectlead

Curated content and administration

Interactive visualization of skill distribution in organizations for gap analysis and

workforce development planning

Comparison and ranking

Topic-mapped links to professional development resources (education, training, testing, accreditation, etc.)

User-contributed contentand quality control

Finding desirable workFinding desirable workers

Third-party verifications

Employee

Verifications for Collaborative interaction

Sam Roudebush10/11/2013

Nicole Shaffer10/11/2013

Mike Phelan10/11/2013

Jared Alexander10/11/2013

Job role profiles

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User suggestion: Reorganize these views to see several people at once,

with line-by-line comparisons of job role profile skills and employee skills

Since job role profile skills are probably few in number, make skills the

columns and profiles the rows?

Alternate strategy: Use arrows to rapidly flip among ranked employees

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Mockup of desired function:

open skill tree to location of topic

to view in context

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Request verifications

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Recommendations from user engagement (1 of 2)

- Show a score (visually and numerically) for ranked hits

- If I see a skill in someone else’s profile that I want to add to my own, allow me to click on it and self-report

- Preserve my personal state of the skill tree when navigating in and out of it

- Allow rapid comparison between employees and job roles, preserving line-by-line skill comparisons

- Upward aggregation of self-reported skills in profiles is essential for matching (granularity issue)

- Idea that project leads will be the key adopters (the market depends on opportunities), make it easy for them to adopt

- Handle cross-listed topics (some appear more than once…unify?)

- Users might sign up for automatic notifications of job roles or professional development opportunities (e.g., MITRE Institute) based on advertised levels of skill and interest

- Automatic verifications from MITRE Institute course completion and other professional development achievements?

- Who viewed my profile?19

Page 20: Skillset Talent Management System [Dec. 3 Community Call]

Recommendations from user engagement (2 of 2)

- Create MITRE Institute or other professional development opportunities based on advertised levels of skill, interest, and needs defined in job role profiles?

- “Job Fair” partnership with colleges, etc., using Skillset to identify skills and interests of candidate interns?

- Automatically populate review / ”End-of-year” conversations with Skillset content?

- Possibility of “private” verifications for use in such conversations

- On skill topic pages, show links to cross-referenced or clustered similar skills that might be of interest, as an aid in navigation to useful topics

- Show employee availability (from enterprise HR software), distinct from “interest”

- Filter returns by professional level or job title (proxy for cost)

- Verifications could create awkward social situations (why didn’t they verify me? …or if I can see who else they verified, again, why didn’t they verify me?)

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backup slides

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GUI mockup: Request or offer skill verifications

Request verification

Volunteer or update a verification

Request verification for skill:"Cross-platform whiteboarding"Type names of people:

Message (click to edit):

Jeff Colombe has requested that you supply a verification for one or more self-reported skill levels.

Please visit the link here to browse these requests.

A single notification e-mail with all your requests to each individual will be sent automatically.

Done

When an employee is browsing their own profile:

When an employee is browsing another's profile:Volunteer verification for skill:"Cross-platform whiteboarding"

S I have been or am now their project lead

I am this employee's (check single most relevant, or none):S Direct supervisor (S former)S Assistant department head (S former)S Department head (S former)S Technical director (S former)S Corporate management (S former)

If no above boxes are checked, you will be a "peer"

Employee self-report

Expert

Verify

Browse popup with prefiltered project numbers

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What is verification?

Verification is a voluntary public act of agreeing with what an employee has voluntarilysaid about themselves.

It is emphatically NOT a rating, endorsement, validation, or evaluation. It does not carryvalue judgment, only 'truthiness'. I cannot publicly indicate that I think your self-reported skill level should be changed to something else…but we could have a privateconversation about it if you want me to verify you.

Verifications may stay in the system until the person who gave them decides to deletethem, or until the recipient deletes them.

They may stay in the system even after an employee has changed job roles in thecompany (e.g., no longer my DH), or even if they leave the company.

If I have changed my self-rating, an outdated verification will stick around but its text willbe greyed out. No longer 'fresh produce'.

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What is verification?

Verification is not considered necessary for an employee's self-reported skill level to bevalid or truthful.

It is merely meant to be helpful in informing strangers about what you are good at.

Social engineering: don't let people get too worked up about whether they do or don'thave verifications.

Rare skills may be difficult to verify by those who don't have them.

Also, people in line to verify you regularly have to judge the capabilities of others thatthey themselves do not possess. This is why in-person discussions are critical!

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