Last week we opened our blog, talking about skills required by the market in the era 4.0 in a context requiring a continuous approach toInnovation and the ability to invest in managerial figures that can facilitate it with a concrete impact on organizational processes.
In fact, today's organizational contexts, of whatever nature they are, need to develop projects of organisational innovation taking into account, in particular, the process of digital transformation which has transformed and which will continuously transform the market paradigms with consequent impacts on the strategy, onorganisation and people in working age. Hence the need to put the person at the centre of this process.
Within this process people need to understand the sense of this change, to acquire skills in line with the labour market and to be supported in the motivation towards this transition, which is why it is essential to invest strategically in the development ofCross-cutting powers in a conscious and responsible way towards the present and the near future.
Evaluating, developing and certifying skills become the natural path to be a tangible part of this change in the perspective of awareness, responsibility and trust.
The starting point is the design of Distinguishing skills systems for key roles that enable people to respond successfully to professional challenges, always having clear expectations of the organisational role they play. The design of integrated performance assessment systems which are primarily aimed at ensuring a correlation between the objectives of persons and those of the organisation, following the recognition and enhancement of differentiated individual contributions and the identification of professional and behavioural technical skills to be improved and developed during the observation period.
In order to identify a skills-oriented action plan, it is desirable to implement systems for assessing organisational, professional, managerial and behavioural potential and skills combining evaluation with behavioural and professional indicators through the use of ad hoc methodologies and tools for organisation and target.
The responsibilities is an indispensable tool to respond to the need for a renewed world of work: enables the orientation and definition of one’s professional development through a check-up that emphasizes distinctiveness and identifies an effective training plan to bridge the gap of skills and allow an optimal career development associated with a rebalancing of one’s work-life balance.
