A generation ago, organizations framed work, set pay, and made talent decisions in terms of positions and job descriptions. But nowadays, accelerated by the pandemic, the focus is on skills rather than “jobs.” This approach modernizes the link between work and talent, and helps organizations become more agile.
Then there are “workforce skills,” which are not the same as job skills, although they are related and interdependent. They’re also very much in demand.
Just what are workforce skills and why are they important? Read on.
The Issue
In a business environment still reeling from COVID-19, it’s crucial to have the right skills on board, at the right time, especially in a tight labor market. Organizations are shifting away from the conventional hierarchical jobs-based paradigm in favor of an approach that aligns skills with work.
But there’s also workforce skills, without which job skills can’t be built.
What is Meant by Workforce Skills?
Also known as employability skills, these are the fundamental skills, traits, and attitudes an individual needs to be able to fit in and thrive in nearly any workplace. They are the soft, transferable skills that permit individuals to work well with colleagues and solve problems.
Relatedly, “job skills” refers to the knowledge and experience necessary for a specific job performance. For example, an attorney must know how to file a brief and must have a law degree. Still, a person needs workforce skills to attain job skills.
What are Types of Workforce Skills?
There are a few main types of workforce skills. Let’s look at each.
Critical Thinking
This entails a person’s ability to comprehend, assess, construe information, and draw conclusions, skills every employee needs to some degree. These workforce skills also include the ability to analyze, solve problems, be creative, and use inductive and deductive reasoning.
Teamwork
It’s difficult to accomplish nearly anything work-wise without teamwork. So, of course, the ability to get along well with others is a must for anyone who is regularly expected to join group projects. But then, such ability is a desired trait for any employee.
Skills here include conflict management, reliability, expectations management, professionalism, and the ability to collaborate.
Communication
All organizations want people who are skilled communicators. Be it through written, verbal, or nonverbal skills, the ability to clearly convey info is prized. Companies also want “listeners,” people who can appropriately interact with clients and take in management’s directions.
In addition to active listening and the ability to effectively communicate in multiple ways, examples of communication skills include attentiveness and the ability to relate interpersonally.
Ethics
These can vary, but they reference an employee’s principles and values. Organizations seek out people who “get” and follow their rules and policies, conduct themselves professionally, and are responsible, trustworthy, and honest.
Ethics skills include compliance, empathy, discernment, and integrity.
Personal Management
Personal development is driven by personal management skills, which are the attitudes and behaviors that ultimately help a person advance on the job. Such skills also help employees establish goals and juggle work and personal life.
Examples of skills in this category include social skills, employee productivity, and the ability to accept responsibility and learn from mistakes, to accept feedback, and to be open to change.
In the end, workforce skills are the range of basic, soft skills that are transferable from job to job, and which are always in demand. Yes, it’s true that organizations are focusing on skills these days rather than roles or positions, but remember, workforce skills are the foundation upon which job skills are developed.
If you need help putting together a program that meshes job and workforce skills, we recommend enlisting the services of the global HR consultant Mercer. The firm has the experience and expertise you need for a modern workforce.
