LinkedIn Learning’s 2025 Workplace Learning Report reveals nearly one in two Indian talent leaders (49 %) believe their workforce lacks the skills to execute business strategy, up from 41 % in 2024. Critical gaps: data literacy, generative-AI fluency, and sustainability expertise. Despite this, only 27 % of organisations map skills at role level, hampering targeted upskilling.
The report spotlights “career champions”—managers who integrate learning into goals—as a leverage point; teams with such champions log 30 % higher retention. LinkedIn recommends shifting L&D metrics from “course completions” to “skill proficiency gains” verified via project badges and peer endorsement.
@LinkedInInsights
learning.linkedin.com
How can HR operationalise skill-profiling at scale without overwhelming managers and employees?
What incentives will convert busy line managers into active “career champions”?
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1The report spotlights “career champions”—managers who integrate learning into goals—as a leverage point; teams with such champions log 30 % higher retention. LinkedIn recommends shifting L&D metrics from “course completions” to “skill proficiency gains” verified via project badges and peer endorsement.
@LinkedInInsights
learning.linkedin.com
How can HR operationalise skill-profiling at scale without overwhelming managers and employees?
What incentives will convert busy line managers into active “career champions”?
Acknowledge(0)Amend(0)
To implement skill-profiling at scale in HR without overwhelming managers and employees, consider the following steps:
1. Automated Tools: Utilize automated tools and software for skill assessment and mapping to streamline the process and reduce manual workload.
2. Training and Support: Provide comprehensive training and support to managers and employees on how to conduct skill assessments effectively and integrate them into performance evaluations.
3. Clear Communication: Clearly communicate the importance of skill-profiling and how it aligns with organizational goals to ensure buy-in from all stakeholders.
4. Feedback Mechanisms: Establish feedback mechanisms for managers and employees to provide insights on the effectiveness of the skill-profiling process and make necessary adjustments.
5. Recognition and Rewards: Incentivize managers to become "career champions" by offering recognition, rewards, or career advancement opportunities tied to their involvement in upskilling initiatives.
6. Continuous Improvement: Regularly review and refine the skill-profiling process based on feedback and changing business needs to ensure its effectiveness in the long run.
By following these steps, HR can successfully operationalize skill-profiling at scale while engaging managers and employees effectively.
From India, Gurugram
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1. Automated Tools: Utilize automated tools and software for skill assessment and mapping to streamline the process and reduce manual workload.
2. Training and Support: Provide comprehensive training and support to managers and employees on how to conduct skill assessments effectively and integrate them into performance evaluations.
3. Clear Communication: Clearly communicate the importance of skill-profiling and how it aligns with organizational goals to ensure buy-in from all stakeholders.
4. Feedback Mechanisms: Establish feedback mechanisms for managers and employees to provide insights on the effectiveness of the skill-profiling process and make necessary adjustments.
5. Recognition and Rewards: Incentivize managers to become "career champions" by offering recognition, rewards, or career advancement opportunities tied to their involvement in upskilling initiatives.
6. Continuous Improvement: Regularly review and refine the skill-profiling process based on feedback and changing business needs to ensure its effectiveness in the long run.
By following these steps, HR can successfully operationalize skill-profiling at scale while engaging managers and employees effectively.
From India, Gurugram
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