In this discussion, Ying Li, Head of People Analytics at PepsiCo, uses her expertise in AI and data analytics to explain how organizations can thrive by becoming skills-based. She shares her journey from engineering to people analytics and highlights methods for accurately assessing employee skills and understanding skills scarcity. Ying dives into the importance of continuous skill enhancement and the role of curiosity in reskilling. She also discusses how AI can create personalized learning pathways, helping to align individual growth with organizational goals.
Organizations must build a strong skills taxonomy to accurately assess employee skill levels for targeted talent development strategies.
Leveraging AI and data analytics is essential for companies to measure skills agility and address skill scarcity when making hiring decisions.
Deep dives
The Importance of Skills in a Changing Workforce
Continuous skill development is crucial in today's rapidly evolving job market, where technology is constantly advancing. Companies need to understand that skills have become the new currency, emphasizing the necessity for employees to keep refreshing their competencies to stay competitive. It is essential for organizations to prioritize skill enhancement throughout an employee's lifecycle, from recruitment to retention, to ensure they meet the demands of a modern workforce. Failing to do so may lead to a skills gap that can hinder a company's ability to innovate and adapt to changes.
Building a Skills-Based Organization
Establishing a skills-based organization requires a strong foundational skills taxonomy, which allows companies to assess the depth and proficiency of employee skills effectively. Understanding the differences in skill levels among employees is paramount, as it aids in tailoring reskilling and upskilling programs to ensure that talent aligns with the company's needs. Additionally, companies must prioritize the collection and analysis of data to drive insights into employee skills, leveraging advanced analytics and AI to inform decisions on talent development. This systematic approach will enable a company to adapt dynamically to changing skill requirements in the market.
Navigating Skill Scarcity
Skill scarcity refers to the rarity of specific competencies in the job market, impacting hiring strategies for businesses. Companies must evaluate whether to 'buy, build, or borrow' skills, considering factors such as cost and availability when making talent acquisition decisions. By understanding which skills are scarce, organizations can develop targeted strategies to retain existing talent with those critical competencies and avoid costly recruitment efforts. This strategic approach not only optimizes budget allocation but also contributes to sustained growth and innovation within the company.
Enhancing Employee Agility and Learning Propensity
Measuring employees' propensity for learning and skills agility is vital for effective workforce planning and development initiatives. Organizations should focus on recognizing and fostering curiosity, as those with a strong desire to learn are more likely to excel in reskilling programs. Tracking growth in existing competencies and encouraging the acquisition of new skills aligned with the company's strategic direction will not only enhance individual development but also strengthen organizational performance. Incorporating these insights into talent management processes will lead to a more engaged workforce and better retention rates.
In this episode of the HR Leaders Podcast, we speak with Ying Li, Head of People Analytics at PepsiCo, exploring how organizations can leverage AI and data analytics to build powerful, skills-based organizations.
Ying shares her unique journey from electrical engineering and data science into people analytics, highlighting practical methods to understand skill levels, measure skills agility, and strategically plan talent development.
🎓 In this episode, Ying discusses:
Accurately assessing employee skill levels
Using skills scarcity data to guide talent decisions
Building a skills-based organization through analytics
Practical steps to maintain an updated skills taxonomy
Measuring and leveraging skills agility and learning propensity