Skilled frameworks have been on my mind for a while as a blog topic, so here we go. There are lots of definitions regarding what a skills framework is; I define a skills framework as “an organized system that outlines and organizes the skills and competencies indicated for different role positions within an organization or sector.”
Within talent management and capability development, a number of skills frameworks and approaches have been developed to classify and define competencies. These frameworks will enable an organization to measure, develop, and align talent against those skills that correspond to job roles. Below, we’ll go through outlining some of the main types of skills frameworks.
Taxonomies
Taxonomies are hierarchical structures that organize skills into groups of shared characteristics. They provide a structured way of considering how skills can be arranged, from general domains to specific skills. For example, The National Institute for Learning Outcomes Assessment (NILOA) uses taxonomies in the categorizing of learning outcomes in education to help educators and institutions better align their programs with desired competencies.
Ontologies
Ontologies are richer than taxonomies inasmuch as they define other properties and characteristics of the skills themselves, not just the relationships between skills. That gives an organization a much richer semantic understanding of how skills relate. The Skills Framework for the Information Age-SFIA-is one good example that defines skills in the IT industry in a way that makes the relationships among the various IT competencies clear to employers and employees alike.
Competency Models
Competency models spell out the detail of what an individual needs to know, be able to do, and exhibit in terms of behavior in order to competently perform a specific job or role. Several levels of proficiency for each competency are also commonly included, where much of the real value comes in for individuals and organizations. For example, the U.S. Department of Labor’s O*NET database has hundreds of occupations with competency models detailing the knowledge and skill areas for a given occupation.
Skills Matrices
The skills matrix is a tool used to map skills against job roles or functions, often in visual form to reflect the level of proficiency achieved in those skills. This is how teams and organizations find out their skill gaps. For instance, a software development team could put into place a matrix for skills that would evaluate the proficiency of all members on programming languages, development frameworks, and methodologies.
Skills Frameworks by Industry
Many industries have developed their frameworks of competencies. These will be targeted at meeting industry-set standards and ensuring a relevantly competent workforce. For instance, the Health and Care Professions Council in the UK provides a framework of competencies for the health professions, which prescribes the various competencies that a professional must possess to practice.
Skills Frameworks by Consulting Firms
in the world of consulting skills frameworks strive to shape the capabilities of professionals and align them with organizational objectives. A very good example of such a framework is Korn Ferry’s Architect®, which provides a detailed model to identify and develop important leadership competencies. The framework outlines the key competencies making up the curriculum, including things like strategic thinking and effective communication. Secondly, it also outlines customized competency models that fit specific roles within an organization.
Soft Skills Frameworks
Some of these frameworks recognize the soft skills a person possesses, especially in areas such as communication, teamwork, and emotional intelligence. It also allows the organization to identify and build on the most important competencies related to character traits and interpersonal skills.
Emotional Intelligence Frameworks
These frameworks provide a formal structure for the important skills needed to perform personal and professional development. It includes four components: self-awareness, self-regulation, social awareness, and relationship management. By self-awareness, one means basically realizing one’s emotions, strengths, and weaknesses; self-regulation means managing those emotions and impulses; social awareness brings empathy, the ability to understand different outlooks, which in turn allows for better communication and collaboration. Relationships management may be pointed out as an ability to establish and maintain healthy interpersonal relationships.
Future Skills Frameworks
As industries evolve, frameworks are emerging to identify the future skills needed for upcoming job roles. Most of them relate to technology, critical thinking, creativity, and adaptability. For instance, the World Economic Forum’s Future of Jobs Report (2023) articulates that organizations should strategize for the workforce of tomorrow with proposed high-demand skills over the next couple of years, including AI literacy and advanced analytical thinking.
The variety of skills frameworks can be confusing for both organizations and professionals since different frameworks place emphasis on various competencies, methodologies, and ways forward. This diversity arises from varying industry demands, organizational cultures, and specific roles – all of which can make it difficult to determine which framework best serves a particular need. In any case, the importance of using these frameworks cannot be overestimated. They provide structured pathways for talent development, identify skill gaps, and enable targeted training effort. Such frameworks can also facilitate an organization in developing a culture of continuous learning, enabling the employees to perform better and aligning the capabilities with the strategic objectives.
Bal Mattu, CEO