Skills Management (english)
Skills management is not a meaningless anglicism!
By now the term plays a major role in disciplines such as human resource management, knowledge management and project management. Already in 2015 - compared to today - probably seven million workers will be missing at the German labor market.[1] Last year (2007) there was a lack of 400,000 professionals at the German economy according to the German Industry and Trade Chamber.[2] In order to avoid a huge scarcity of specialist (personnel)? it is important that skills and knowledge of the employees not only are well developed and documented, but also efficiently and effectively used.
Especially in the personnel management, the fast and accurate evaluating of employee skills and the use of their knowledge plays a decisive role. To satisfy the growing market demands, with ever-increasing customer requirements, innovative products in short development cycles at low price levels, despite increasing globalization and the associated steadily increasing pressure of competition, today’s businesses must respond quickly and flexibly.
A particular challenge for human resources department is to offer advanced vocational training. For reasons of economy and time, it should be very specific compiled, depending on the strategy of the company and its future challenges. Therefore, the personnel management is not only supported by software in the administrative processes such as payroll, time recording and leave permit. Increasingly HR software plays an important role at strategic decision support (succession planning, target agreements, etc.) or to communicate with the employee (Employee Self Service, 360-degree feedback, employee surveys). These issues are closely linked to skills management, because the skills and knowledge of the employees are always coming to the fore.
The focus of skills management is certainly the human resources development, but it is also important in the recruitment and staff marketing.
The next generation of personnel software, according to the vast majority of HR experts, is focused increasingly on the networking of staff and personnel officers with popular Web 2.0 applications and Internet portals. Intra-corporate many functions like internal job exchange, social networking, who is who profiles of employees, knowledge portals and other functionality could be available for companies in the near future, if they do not already exist. The networking of in software with Web services such as Skype, Google search services, or Internet portals becomes an important point.
Many innovative ideas are displayed in the Human Resources software yet. It only remains to await the issue what will (achieve?).