What?

The consortium around the project coordinator and initiator EastSideFab uses Skill Inventory to systematically examine the skills, potential and personality structures of employees and presents the results in a skills matrix. In particular, two questions are addressed: On the one hand, potential and knowledge carriers can be identified and classified in the company at an early stage. Accordingly, an upskilling process of the company’s own workforce in the context of digitalization is actively initiated and the future viability of the organization or company is ensured. On the other hand, Skill Inventory serves to find out what specialist knowledge employees have in future-relevant disciplines. Against the background of defined target profiles, individual personnel development measures are derived. Skill Inventory thus relates to the problem of job cuts in industry and, on the other hand, to the shortage of skilled workers in IT. In addition, Skill Inventory can also be used as an aptitude-diagnostic instrument in recruiting.

How?

In order to be able to initiate targeted personnel development measures, it is first necessary to record the actual ACTUAL profile of the employee. For this purpose, the skills inventory is carried out using a qualified test procedure with the following dimensions: Algorithmic thinking, affinity for technology in the sense of awareness of topics from digitalization and Industry 4.0, specific technical knowledge, intrapreneurship, learning type. Individual question catalogs are developed for all test modules (in the hard skills area), whereby the questions can be categorized into 3 difficulty levels (easy, medium, difficult). The algorithm for all test modules (in the hard skills area) is developed using AI in such a way that it plays out the questions based on the difficulty levels and automatically adapts them to the test subjects’ skills. As soon as the ACTUAL profiles of the employees have been recorded, they are compared with the TARGET profiles. The resulting gap can now be closed by targeted personnel development measures. If, as a result, a corresponding further training course has been completed, the success of the measure can be evaluated by means of a re-test. If employees from various departments within the company have gone through the skills inventory, the resulting ACTUAL profiles can be combined into a skills matrix. With the help of this, it can be precisely recorded which skills are currently available in the company and who the corresponding high potentials are. If, for example, an interdisciplinary team is to be put together for a future project, employees can be selected who are best suited for this.