Future of Well-Defined Competencies

11 Apr 2021 5:49 PM | Anonymous member (Administrator)

New technologies and business practices are making many skills obsolete but also requiring new skills, to perform new tasks within new working environments. To remain relevant, we must remain agile and learn new behaviors and skills.

Individuals need to make informed choices and learn the competencies they need, rather than developing skills that are becoming redundant. And employers need to communicate the skills and behaviors they need to help employees, potential employees, education, and learning platforms make informed decisions.

To enable a new era new systems, underpinned with well-defined competencies, can provide useful tools to communicate the:

  • skills and behaviors required to perform in the workplace
  • and the new topics to be taught by schools, colleges, and universities
  • and the competencies and skills that individuals can acquire from online courses
  • and the competencies being represented by electronically authenticated credentials such as open badges
  • and provide insights into the skill gaps of individuals, teams, organizations and communities

For many years, competency definitions have been developed by trade and professional associations, employers, governments, and vendors. However, these are often being distributed in formats that are not easy for machines to read.

With the use of standard data formats and new technologies, competency definitions can be more easily developed, maintained, discovered, and used. Using open data standards competency definitions can:

  • Be easily traded within new types of marketplaces.
  • And be transformed to align with learning systems, assessments, job postings, job descriptions, and tasks to be performed.
  • And enable a new generation of software to develop, maintain, de-dup, and publish competency definitions, and provide new integrations to align talent management systems.
  • And linking competency definitions to competency frameworks for occupations, job postings, learning opportunities and credentials.

As the future unfolds our competencies will be a currency. Just as currency comes in all shapes and sizes so do competencies. Micro-credentials and credentials let individuals understand and represent their competencies easily.


About the Talent Transformation Guild

The Talent Transformation Guild provides resources for professionals that are preparing for upskilling being triggered by 4th industrial revolution and accelerated by Covid-19. Members include c-level executives, human resource professionals, consultants, and coaches. As a member-driven organization it promotes best practices via webcasts, webinars, podcasts, articles, white papers, research and conversations to improve and make the best of the talents of individuals for the benefit of themselves and the organisations they work for.

The Guild enable stimulating and meaningful discussions to help professionals prepare for talent transformations at individual, team and organizational levels. The Guild supports the Talent Transformation Pyramid, an open source model, designed specifically to recognize the widest possible range of talent influencers and skills. To date many decision-makers are caught in traditional, linear thinking and immediate concerns to consider this. The Talent Transformation Pyramid enables you to address the challenge by promoting more strategic thinking with a focus on an organization’s readiness to perform. https://www.talenttransformation.com/

About the Future of Work

According to the World Economic Forum, new and emerging technologies are affecting our lives in ways that indicate we are at the beginning of a Fourth Industrial Revolution. This new era will build and extend the impact of digitization in new and unimaginable ways. The Fourth Industrial Revolution can be described as the advent of “cyber-physical systems” involving new capabilities for people and machines. This will see new ways for technology to become embedded within societies and even our bodies.

With process automation, robotic automation, the internet of things the nature of work will change. Some analysts predict that more than 40% of tasks currently performed by humans will be delegated to machines. This does not mean that 40% of people will be put out of work but it does mean that most workers will have to upskill. HR experts are predicting this will dramatically change the landscape of our workforce.


About the Guild's Founders

Eric Shepherd an accomplished leader of international businesses and associations focused on talent, assessments, and success. Eric recently stepped away from a CEO role where he worked to build a SaaS company into a multi-million-dollar international assessment software business. Eric has also led industry and standards initiatives to promote best practices for assessments, learning, and interoperability. He currently serves as Chair of the IEEE P1484.20.2 working group developing Recommended Practice for Defining Competencies. Eric has previously served on Boards and working groups for:

  • HR Open Standards that defines interoperability standards for HR technology.
  • Association of Test Publishers and the European Association of Test Publishers that represents providers of tests and assessment tools.
  • The IEEE P1484.20.1 Standard for Learning Technology—Data Model for Reusable Competency Definitions working group.
  • IMS which defines interoperability standards for educational technology. 

Eric was instrumental in developing the IMS QTI interoperability standard and assisted with the US Department of Defense Advanced Distributed Learning (ADL) initiative to define the Sharable Content Object Reference Model (SCORM) and the Aviation Industry Computer-Based Training Committee (AICC) to define launch and track standards for Learning Management Systems.

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