Whether a company makes clothing, household cleaning products, cars, healthcare or nearly anything else, it needs people with the right skills. Like other businesses, today’s manufacturers are going digital; operating in an era of change and volatility that has made flexibility critical to their success.
[…] Companies need to place a greater emphasis on defining what skills their organization needs. These requirements can include any combination of technical expertise, professional certifications, previous work experience and so-called “soft skills,” including communications and leadership skills.
However, it is important for companies to remain realistic throughout this process and consider that it may not be possible for one candidate to possess all of the skills they are seeking. In that case, it may be more important to identify reliable, hardworking, inquisitive people who demonstrate a work ethic, willingness to learn and the flexibility to adapt in a changing work environment.
Once companies have a firm sense of the skills they desire, there are two main ways to go about cultivating talent: Tap the power of an organization’s existing workforce and build those skills from within, or develop new talent externally with a trusted network of partners.
Of course, developing skills, whether internally or externally, requires a company to make a significant investment. The skills gap took years to emerge and it will not be fixed overnight.
Addressing the situation is important. Disrupters play the stronger offensive game in today’s volatile business environment. Talent can play an important role in helping companies execute that offensive strategy. But only with the right skills for a new business reality on the offensive team can a company swiftly respond to changes as they arise in today’s global business world.
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