Skills Portal

Using leading web-based skills management technology, it enables you to join your performance improvement agenda with your workforce development programme by: -

• Assessing the competencies of each employee against standard or bespoke frameworks
• Mapping existing capabilities against organisational needs or aspirations
• Identifying skills gaps, excess capacity and requirements
• Identifying and deploying resources to build capacity and meet strategic objectives
• Identifying individual and collective development needs
• Making partnership working a reality with regional workforce planning, exchange of skills and joint training and development.

Individuals self assess against a series of skills or organisational frameworks.
Then managers validate or revise the self assessment scores and set departmental or individual goals in line with strategic objectives.

These objectives provide employees with personal development programmes, which facilitate and report on their ongoing skills development.

Collectively these assessments provide an overview of the organisations' skills base or that of a team or an individual. This enables and stimulates evidence-based HR policy making; provides an accurate real-time picture of incumbent talent and facilitates and informs ongoing workforce development.

Changes to government policy mean the relationships between public, private and not for profit organisations are changing. This poses new challenges as certain skills now need to be identified, brought in or nurtured collaboratively.

Gathering robust, up to the minute data on your employees skills and capacity is a difficult process to manage; across departments or organisational boudaries it's even harder.

Within most organisations people are moved around based on perceived need or convenience rather than best-fit, which means some of the best talent goes unrecognised and remains dormant, or leaves to be nurtured elsewhere. In a partnership working environment the risk of this happening is even higher.

To respond to these challenges organisations need to:

• Understand their current skills profile
• Identify gaps and under-utilised capacity
• Assess the risk of imminent retirement on their skills base and mitigate against it
• Align resources across organisational boundaries and work in collaboration to retain and develop talent
• Actively cultivate talent by offering training, development and attractive career paths

JGP's Skills Portal provides a proven, cost effective and innovative solution to managing your talent. It is a leading web-based skills management tool that enables you to link your performance improvement agenda with your workforce development programme by:

• Assessing the competencies of each employee against standard or bespoke frameworks
• Mapping existing capabilities against organisational needs or aspirations
• Identifying individual or organisational skills gaps and excess capacity
• Locating and deploying appropriate resources to build capacity and meet strategic objectives
• Identifying individual and collective development needs
• Planning secondments and mentoring programmes
• Making partnership working a reality with regional workforce planning, exchange of skills and joint training and development.

Individuals self assess against a series of skills or organisational frameworks.

Managers validate or revise the self assessment scores and set departmental or individual goals in line with strategic objectives.

These objectives provide employees with personal development programmes, which facilitate and report on their ongoing skills development.

Collectively these assessments provide an overview of the organisations' skills base or that of a team or an individual. This enables and stimulates evidence-based HR policy making; provides an accurate real-time picture of incumbent talent and facilitates and informs ongoing workforce development.

The Skills Portal helps you put peoples' skills at the heart of the organisation.

• Secure web-based ASP solution - quick to deploy and no up front IT investment necessary
• Capable of deploying multiple skills/competency frameworks
• Accommodates skills auditing and appraisal processes through employee self assessment and manager confirmation
• Expose your internal talent pool - identifying job roles, skills, knowledge, behaviours, training, qualifications, employment status, salary, age, ethnicity etc.
• Personal Development Programmes - allowing managers to set skills objectives and create individual performance targets
• Training needs and training budget analysis, programme development and development method evaluation
• Training and e-learning delivery - interoperability with third party providers
• Organisational capability reporting - for effective deployment, succession planning, mentoring and secondments
• Career Pathways - mapping employee development routes through the organisation

Reduced Administration

• E-enablement of the appraisal system requires less time to administer and less time for staff and managers to complete the process
• Real-time management information without the need for resource intensive manual processes
• Internal talent pools, succession planning and job matching facilities means recruiters can find candidates more quickly

Reducing Costs

• Better training procurement through accurate and centralised needs analysis. Assess development needs in collaboration with partners to benefit further from economies of scale
• Intelligent deployment of staff - increase the capacity of the workforce by ensuring that all their skills are utilised to maximum effect
• Better retention through effective succession planning, reduced vacancy rates and increased productivity

Improved Service Delivery

• Future readiness planning to maintain service delivery standards is made possible
• Better morale - better developed, valued and ambitious staff deliver better services

Increased Employee Equity

• Career building - encourage people to take responsibility for their careers by providing self-service tools to compare their capabilities with the demands, values and goals of the organisation
• Targeted learning and development investment - relevant and effective learning and development programmes demonstrate better understanding and support of your employees
• Clarity and transparency of organisational goals and your employees' roles in achieving them

There are 2 other case studies available for jobsgopublic, they have been collected together with all the case studies in the 'our customers' section of the site but you can link directly to them here:

1. Doncaster case study
2. Leicestershire and Rutland Improvement Partnership – Case Study