We were working on mapping a customer service person transitioning into the role of SEO. The number of low cost and no cost courses available for enabling such transitions is very encouraging. James P Carse, an American Historian and Philosopher, states the following:
“A finite game is played for the purpose of winning, and an Infinite game for the purpose of continuing the play.” Learning is very much an infinite play where the possibilities are endless, and there can be multiple winners in this game.
In this email, we have addressed two components:
1. Observed limitations in existing Job Architecture and proposed solution
2. Certification Library Draup For Recruiters
In order to enable enterprise learning, we realize, it is not just necessary to have the training mapped out but have a very robust architecture of Jobs behind it. For example, in a Machine Shop, we often can find the exact drawings and blueprint of how each part is manufactured. An equivalent of this is the competencies management system, where a system like Success Factors is often leveraged. When you investigate the elements of this system, the following are the components that you normally observe.
And a few more similar categories
This categorization is a bit linear and may not work to model Relationships. So we are introducing a job architecture simulator. (it is only a fancy name , but I am giving the actual algorithm here so you can do it yourselves and we can help if you need)
Let us look at the structure we created for AI and Big Data Analytics. In this diagram below, you will see there are families/categories and a set of technical competencies mapped for each one of those within the Super_Group AI/Big Data. (we also defined the Soft Competencies and Functional Competencies similarly).
As a result, you have Super Group, Job Families, Technical Competencies, Soft Competencies, and Functional Competencies. Now, as it is granularly defined, Job Roles and merely a sum of certain of these competencies. This can be better understood in the following diagram. You can now see how various roles draw various technical competencies. The skills ontology will further sit as skill clusters and actual skills (if you want to model at the granular detail).
Such an Architecture will help you plan your courses at the competency level and help you understand how you can move the needle in learning. (the same needs to be in place for Soft and Functional Competencies)
Certifications are getting complex to understand. When a recruiter notices a certification in the resumes, it can get a bit overwhelming. To simplify, we are putting together cheat sheets by Supergroup. Here is an example of Cyber Security related certifications. Let us know if you need this for any categories and we can provide the same.