Impulse workshop on skills management - creating skills requirement profiles

In many industries, the "state of the art" changes so quickly that the logic of the training occupation - which you "have learned once" - and then "can do" reaches its limits. The training content of industrial mechanics often becomes outdated in many practical areas of application during the training process.

Internationally, companies are therefore increasingly emphasizing the ability to quickly familiarize themselves with ongoing processes and very specific skills rather than formal qualifications. This practice, known as "skill-based hiring", is particularly common in the areas of product development, production, AI and sales (Ehlinger & Stephany, 2023).

Instead of finding the "right qualified" person for narrowly defined areas of activity, the trend in HR development is to identify the skills potential of employees and use them optimally for the value creation process.

Competence is understood as the ability to act in a self-organized and pragmatic manner in order to be successful in unpredictable and complex situations. It is therefore not primarily about specialist knowledge, but about the willingness and ability to quickly recognize, acquire and apply relevant knowledge in different contexts.

Our workshop offers you the ideal platform to find out how you can identify and/or further develop the skills requirements of your (future) employees that are crucial for your company - within the framework of your company's value creation processes.

We will also show you how you can achieve faster and more flexible induction cycles through the use of AI assistance systems.

The use of AI in personnel development enables personalized learning paths and tailor-made training programs that meet the individual needs of employees. This leads to more efficient and effective learning processes (Maity, 2019).

Objectives of the workshop are:

1. Identification of competence requirements in the current process
2. Assessing the new skills requirements that will arise through the use of AI assistance systems in future value creation processes
3. Creation of detailed skills requirement profiles that serve as a basis for personnel development and selection processes.

What are skills requirement profiles useful for?

• Personnel development:
  • Behavioral anchors of competency requirement profiles can be used by supervisors to assess the skills of their employees.
  • Targeted support for employees in developing the necessary qualifications and skills for the new working environment.
  • Promote continuous training and adaptation to technological changes.

• Personnel selection:
  • Developing competency-based interviews based on the skills requirement profiles created.
  • Ensuring that new employees not only have the required qualifications, but also the necessary skills.

Competence includes the following sub-areas:

• Professional and methodological competence: the ability to effectively apply professional knowledge and suitable methods to solve specific tasks.
• Activity and action competence: The ability to take independent and targeted measures and implement tasks efficiently.
• Social communication skills: The ability to communicate constructively and empathically with others and to act successfully in social interactions.
• Personal competence: The ability to self-reflect, self-organize and act independently in a professional context.

Focal points in the process:

• Identification of specific competence requirements for new value creation processes
• Development of agile induction programs: How can companies develop tailored skills development programs that are aligned with the new requirements?
• Integration of AI into learning processes: How can AI be used to create personalized learning paths and support employee training?
• Strategies to promote lifelong learning: What measures can companies take to promote a culture of lifelong learning?

Conclusion: The workshop offers entrepreneurs the opportunity to learn about the latest trends and developments
in the field of personnel and skills development and to develop practical strategies to
successfully meet the challenges of the modern working world.

Workshop structure: