Just what makes employees successful in their jobs? Is it [tag]skills[/tag]? Or is it [tag]abilities[/tag]? Does it end there? More importantly, what is it that makes for [tag]profitable employees[/tag] for your [tag]business[/tag] when they are in your [tag]workforce[/tag]?
I noticed a recent excellent post by Jason on “Recruiting Front Lines” discussing skills inventory for employees.
I’ve come across numerous lists and processes for job seekers to itemize their on [tag]skills inventory[/tag]. In the program I’m working on, HR professionals will use similar methodology to uncover latent skills within their current workforce. Once uncovered, the employer can provide opportunities to employees to work cross functionally, effectively increasing productivity, engagement, and retention. (Recruiting Front Lines: Best Skills Inventory I’ve Found.)
While I support Jason’s point, there is a piece or two missing — both for employees and for employers. These missing pieces are critical to job fit. The first missing piece is how well an individual manages information. See, I can be very good at “assembling” (one of the items on the skills inventory), but I may not be very good at learning new ways to do things. In this case, the skill would be of no value if I can’t truly apply it.
Another missing piece is how much someone likes to do something. I may be very good at assembling, but actually get very bored with it. If the position I’m in requires me to do the same assembly for long durations — I’ll likely become a [tag]problem employee[/tag].
Identifying the skills needed for a position is very valuable. More valuable is identifying the abilities required for the job, and then matching a person to the position.
“[tag]Job fit[/tag]” is one thing. “[tag]Job match[/tag]” is a step further which creates greater [tag]business success[/tag] and [tag]profitability[/tag].
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