SKILLS TAXONOMY
Develop a unique skills taxonomy with our experts
Your business and its requirements are unique, which means the taxonomy you create should be tailored to your needs and strategic ambitions.
SKILLS TAXONOMY
Your business and its requirements are unique, which means the taxonomy you create should be tailored to your needs and strategic ambitions.
Our experts will help you created a bespoke skills taxonomy to your unique business needs
Step 1
Together with you, we identify the roles, skills, certifications and competences needed to satisfy current and future business objectives.
Step 2
Based on your specifications, we iterate & develop a skills taxonomy that satisfies each role, covering both technical & soft skills.
Step 3
We will deploy all roles and skills into the MuchSkills skills management platform. During staggered lunch-and-learn sessions, we walk through how employees can maximise their skills mapping experience.
You now possess a skills and competences library/database to help you with your strategic workforce planning efforts. Employees can now also keep a track of their skills development, goals and skill-gaps.
Skills intelligence
Our research team can also assist you in analysing your skills data, preparing skill gap and risk reports, developing learning and development strategies, formulating future skills plans, conducting leadership skills analytics, and much more.
We guide you every step of the way
From setup to strategy, our experts help you unlock the full value of skills intelligence
Work with our experts to define the skills your organisation needs to succeed
Capture every employee’s skills, certifications, and competencies accurately
Equip managers, HR, and L&D teams to lead with confidence using skills data
Turn your data into strategies, and your strategies into measurable outcomes
According to a major study by Deloitte, skills-based organisations are:
Nearly 2 out of 3 software and IT projects are not fully successful because of poor staffing choices, according to the CHAOS 2020 report that studied over 50,000 projects. That is not always a talent shortage problem. It is also a talent visibility problem. Many times, organisations have the right people – they just cannot find them fast enough, or do not know they have them at all.
The cost shows up differently depending on how you measure it. For a manager running a delivery team, it is a project that slips. For an HR leader, it is a hire that was never necessary. For a consulting firm of 400 people billing at €120 per hour, a single percentage point improvement in utilisation represents over €600,000 in annual revenue recovered. At 3%, that is more than €2.5 million – from people who were already on the payroll.
Skills visibility is not a people initiative. It is a commercial one.
Firms that match employees to the work most suited to their skills are measurably more productive, and their ability to do so depends on the quality and experience of their management (Centre for Economic Policy Research, 2022). But even good managers are constrained by what they can see – and without reliable skills data, the best intentions produce imprecise decisions.
Making better use of employees' existing skills can improve productivity, reduce inequality, and contribute to economic growth. (OECD/ILO, 2017)
Highly engaged teams deliver 14% higher productivity, up to 18% higher sales productivity, and 23% higher profitability compared to low-engagement teams. (Gallup)
Low engagement, on the other hand, carries a real cost. Employees who are not engaged cost their company the equivalent of 18% of their annual salary. (Gallup, 2020)
