Employee Skills
Lesson Objectives:
I will be able to describe how the skills that employees require to carry out jobs in an organisation are identified (Pass)
I will be able to describe how the skills that employees require to carry out jobs in an organisation are identified (Pass)
The skills and talents of employees are very important to businesses as they can add value to the organisation. This means that they can make the organisation even better or more efficient if full use is made of them. Humans, like other resources such as finance or buildings, need to be used efficiently and usefully. Like other resources they also need to be paid and planned for, especially if the skills that are required are hard to find.
People as organisational resources
As human resources are just one part of the set of resources that any organisation has available to it, humans should be considered in an objective way and treated like any other resource. This can be difficult though, due to the nature of feelings.
Skill sets
What is the difference between capital and labour intensive businesses? How will the skill sets be different?
The types of human skills that are required to do a job effectively are known as a 'skills set'. Examples could be:
- speaking and presenting
- data analysis
- coaching
- time management
- working machinery (forklift truck)
- using software (spreadsheets)
Different jobs have different levels of skills. If a job is complicated and demands a high level of education and training, it is going to need a high level of skill. If it is a job that can be performed with a minimum amount of training, then it is likely to be low skilled. Taking into account the range and complexity of skills that are needed is important for human resource planning.
A lower skilled job however, can have a high number of tasks associated with it, and vice versa. But a highly skilled job can also have a lot of tasks associated with it, such as a teacher!
Sometimes specific skills are needed for a job, or 'job-specific skills', whilst for others 'generic' skills are needed. Job-specific skills are only applicable to that particular job and generic skills can be transferable.
The types of human skills that are required to do a job effectively are known as a 'skills set'. Examples could be:
- speaking and presenting
- data analysis
- coaching
- time management
- working machinery (forklift truck)
- using software (spreadsheets)
Different jobs have different levels of skills. If a job is complicated and demands a high level of education and training, it is going to need a high level of skill. If it is a job that can be performed with a minimum amount of training, then it is likely to be low skilled. Taking into account the range and complexity of skills that are needed is important for human resource planning.
A lower skilled job however, can have a high number of tasks associated with it, and vice versa. But a highly skilled job can also have a lot of tasks associated with it, such as a teacher!
Sometimes specific skills are needed for a job, or 'job-specific skills', whilst for others 'generic' skills are needed. Job-specific skills are only applicable to that particular job and generic skills can be transferable.
Skill acquisition
Acquiring skills during work is extremely important for both employers and employees. Employers must make sure that they have got new people being trained to do a job in case an employee leaves the company. For employees, gaining new skills can help to motivate them and make them more efficient. Training involves money and time, but unless skills are regularly acquired the organisation is likely to face shortages in the number of people available to do some jobs, both inside and outside of the company.
Skills audit and skill transferability
Above is an example of a skills audit. These are where a business assesses the existing skills an employee has and also whether these skills match new organisational objectives. Some employees may already have the necessary skills, but may not be using them. The organisation would therefore use these employees instead of employing new staff. Organisations may carry out regular skills audits or use Human Resource Information Systems (HRIS) to keep records of all employees, including their skills.
Some specialist jobs have transferable skills that can be easily taken from one organisation to another. Organisations, must therefore look after their employees or risk losing them and having problems finding replacements. Problems can occur for employers and employees if their skills are too specialised.
Some specialist jobs have transferable skills that can be easily taken from one organisation to another. Organisations, must therefore look after their employees or risk losing them and having problems finding replacements. Problems can occur for employers and employees if their skills are too specialised.
Impact of technology
Technology is changing the way we work and it has a significant impact on the number of workers that organisations need to employ, their other resources and the level of technical expertise required.
- What has been the impact of email, the internet and mobile phones?
The skills needed of employees to use technology and of organisations to manage the impact on employees and the business will continue to change at the fast pace of technology itself. Changes do not always mean fewer employees, but they often mean changes to the skills required.
- What has been the impact of email, the internet and mobile phones?
The skills needed of employees to use technology and of organisations to manage the impact on employees and the business will continue to change at the fast pace of technology itself. Changes do not always mean fewer employees, but they often mean changes to the skills required.