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Skills Audit -building a skills pool


Hi all

I'm doing some work with a county council on talent management - one of the options is around building a skills pool and undertaking a skills audit.  This audit wouldn't be around what skills have people got or need to do their jobs as we have robust systems to do that, its around finding out what skills people have that aren't tapped into and could be utilised in other areas of the council. Examples have been where some staff have qualifications and experience of other industries and other than their immediate team - there are no otherchaneels to house this information.

We are talking about approx 5000 staff so its not a small job, and it may be that we ask people to do it as an option not mandatory. Has anyone got examples where they have this and how?

Wouls also be interested in talking to people who have implemeneted a talent management programme in large organisations, to share ideas and good practice,



One Response

  1. WIIFM

    Hi Tracie

    I'm afraid that this is more of a general comment on the plan than a specific answer to your asked question.

    I imagine that there will be a significant proportion of the council's staff who will look at this proposal as a cycnical way for the council to exploit their previous experience and talent for no cost (This is probably why you already suggested a voluntary rather than a mandatory programme).

    Consequently, before you even consider the logistics of how you would manage this I'd recommend looking at the how you would market it to the individual staff members… answer the question of What's In It For Me?

    Potentially there could be career opportunities for people (notwithstanding any obligations to open vacancies to the whole population for E&D reasons), there can be opportunities for extra curricular activities and for personal development……but the stereotypical council employee may be hard to convince that it isn't just a way of screwing more work out of them!


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