Skill gaps aren’t just an inconvenience or an indication of training and recruitment shortcomings: they present a strategic risk. Without an adaptable, competent and innovative workforce, an organisation can easily lose traction and relevancy.
It’s a tricky situation to be in, especially against a backdrop of financial uncertainty, the shifting sands of tech and AI, and changing legal obligations.So in the second of our series exploring the evolving role of the CHRO, we look at why inviting HR leadership to pull up a chair at the C-suite table was one of the smartest moves yet. Because, as the nature of work evolves, CHROs are in the best position to identify the capabilities organisations will need in the years to come.CHROs are leading the way by:
Building comprehensive skills frameworks
When it comes to highlighting the divide between what you have and what you’ll need, it’s essential to have both a wider picture vision and an eye for detail. CHROs are ideally situated to create focused skills taxonomies categorising both current and emerging competencies.This structured approach identifies gaps, making way for planned targeted initiatives. Optimal assessment cadence and deep listening ensure that workforce skills evolve in tandem with market demands and business objectives.
Balancing AI and human intelligence in skills mapping and development
The FT reports that artificial intelligence tools are instrumental in predicting skill requirements and identifying training needs. These technologies create personalised training materials, allowing employees to practice and improve their skills in a safe environment. Taking it beyond tech, the human element checks for bias and pertinence, making sure the company and its people have what they need to excel. The human eye is also able to intuit interdependencies and identify siloes – essential when decisions made could be difficult to undo further down the line.
Prioritising leadership and management Skills
CHROs know the importance of developing leadership capabilities – emphasising flexibility, empathy, and change management. Initiatives are designed to equip current and future leaders with the skills necessary to navigate complexity and uncertainty, drive performance and promote safety, mattering and belonging.The CHRO ensures that learning by osmosis and mentoring, soft skills aren’t overlooked in our hybrid working age.
Implementing skills-based hiring and internal mobility
The trend for organisations to focus on competencies rather than traditional credentials isn’t going anywhere soon. This approach not only broadens the talent pool but also promotes internal mobility, allowing employees to move into roles that align with their evolving skill sets.
Collaborating across the C-suite
CHROs work closely with other officers to align workforce planning with technological advancements and business strategy. This collaboration ensures that investments in skill development are integrated into the broader framework, creating a more cohesive approach to future workforce needs.This includes building clear career pathways and investing in reskilling and upskilling initiatives that keep businesses competitive and talent future-fit. They show where spending is likely to have the most impact and can make a solid case for long-term gain over short-term wins if necessary.
CHROs can’t do this alone
By adopting these strategies, CHROs are the superheroes proactively shaping a workforce equipped to meet the challenges and opportunities of the future.Support your CHRO by making sure they have an up-to-date toolkit ready to deliver what your workforce needs. From providing a fresh pair of eyes and building frameworks from the ground up; to leadership coaching and designing training programmes, we love partnering with organisations who value their people. Drop us a message for a chat.
