Impulse workshop on skills management - creating skills requirement profiles

In many industries, the “current state of the art” sometimes changes so rapidly that the logic behind vocational training—the idea that once you’ve “learned” a skill, you’ll “always know” it—reaches its limits. As a result, the training curriculum for industrial mechanics often becomes outdated in many practical applications even while the training is still underway.

Internationally, companies are therefore placing increasing emphasis on the ability to quickly familiarize oneself with ongoing processes and highly specific skills, rather than on formal qualifications. This practice, known as “skill-based hiring,” is particularly prevalent in the fields of product development, production, AI, and sales (Ehlinger & Stephany, 2023).

Rather than finding the “properly qualified” person for narrowly defined job roles, the trend in human resources is moving toward identifying employees’ potential competencies and leveraging them optimally for the value creation process.

Competence is understood here as the ability to act in a self-organized and pragmatic manner in order to succeed in unpredictable and complex situations. It is therefore not primarily about specialized knowledge, but rather about the willingness and ability to quickly recognize, acquire, and apply relevant knowledge in various contexts.

Our workshop offers you the ideal platform to learn how to identify and/or develop the competency requirements that are crucial for your company in your (future) employees—all within the framework of your company’s value-creation processes.

We’ll also show you how to achieve faster and more flexible onboarding cycles through the use of AI-assisted systems.

The use of AI in human resources development enables personalized learning paths and tailored training programs that meet the individual needs of employees. This leads to more efficient and effective learning processes (Maity, 2019).

The objectives of the workshop are:

1. Identifying competency requirements in ongoing processes
2. Assessing the new competency requirements that will arise from the use of AI-assisted systems in future value-creation processes
3. Creating detailed competency requirement profiles that serve as the basis for talent development and recruitment processes.

What are competency requirement profiles useful for?

• Staff development:
  • Supervisors can use the behavioral anchors in competency requirement profiles to assess their employees’ skills.
  • Targeted support for employees in developing the necessary qualifications and competencies for the new work environment.
  • Promoting continuous professional development and adaptation to technological changes.

• Recruitment:
  • Developing competency-based interviews based on the competency requirement profiles that have been created.
  • Ensuring that new employees possess not only the required qualifications but also the necessary competencies.

Competency encompasses the following subcategories:

• Technical and methodological competence: The ability to effectively apply technical knowledge and appropriate methods to solve specific tasks.
• Initiative and Action Competence: The ability to take independent, goal-oriented action and carry out tasks efficiently.
• Social and communicative competence: The ability to communicate constructively and empathetically with others and to interact successfully in social situations.
• Personal competence: The ability to engage in self-reflection, self-organization, and acting independently in a professional context.

Key Focus Areas in the Process:

• Identifying specific competency requirements for new value-added processes
• Development of agile onboarding programs: How can companies develop customized competency development programs tailored to the new requirements?
• Integration of AI into learning processes: How can AI be used to create personalized learning paths and support employee professional development?
• Strategies for promoting lifelong learning: What measures can companies take to foster a culture of lifelong learning?

Conclusion: The workshop offers business leaders the opportunity to learn about the latest trends and developments
in the field of human resources and skills development and to develop practical strategies
to successfully address the challenges of the modern workplace.

Workshop Structure: