Here’s a comparison between the MYSKILLSmanager Workplace Field of Influence and Control (WFoIC) and traditional skill recognition systems available to organisations in 2024:
1. Purpose and Scope
- WFoIC (MYSKILLSmanager):
Designed to offer a holistic, dynamic framework that integrates skill development, performance evaluation, and role-specific accountability. It aligns job roles with organisational goals, creating a clear connection between skills and measurable outcomes. - Existing Skill Recognition Systems:
Focus primarily on credentialing and certifications, often emphasising formal qualifications rather than on-the-job performance or dynamic skill applications.
2. Integration of Work Performance
- WFoIC (MYSKILLSmanager):
Uses real-time data and the SkillCatalyst Algorithm to link individual skills with job expectations, providing evidence-based assessments that are transparent and accessible to all stakeholders. - Existing Systems:
Often depend on static evaluations, such as resumes, interviews, and third-party qualifications, which do not always reflect practical skills or contextual performance.
3. Adaptability and Inclusiveness
- WFoIC (MYSKILLSmanager):
Inclusive of diverse learning pathways, such as formal training, prior experience, and informal learning. It values non-traditional learning and supports recognition of unique contributions, making it especially relevant in industries with workforce diversity. - Existing Systems:
Tend to favour formal qualifications and predefined frameworks, which can marginalise workers with alternative education backgrounds or skills gained through experience.
4. Evidence and Accountability
- WFoIC (MYSKILLSmanager):
Features an Integrated Safety, Quality, and Qualification (ISQ2) Framework that emphasises evidence-based skill recognition. Employers and employees collaboratively contribute to a performance-based repository of evidence. - Existing Systems:
Typically rely on external or third-party assessments, offering limited transparency and accountability for ongoing performance.
5. Skill Gap Analysis
- WFoIC (MYSKILLSmanager):
Proactively identifies skills gaps and provides tailored solutions, such as training recommendations or performance feedback, directly integrated into workforce development plans. - Existing Systems:
Often address skill gaps reactively and may not provide a direct connection to training or developmental opportunities.
6. Compliance and Standards
- WFoIC (MYSKILLSmanager):
Aligns with industry-specific regulations while maintaining a universal framework that supports inter-industry comparisons and portability of skills. - Existing Systems:
Often narrowly focused on specific compliance requirements, which can hinder broader workforce mobility or cross-industry applications.
7. Gamification and Engagement
- WFoIC (MYSKILLSmanager):
Introduces gamification elements to engage and empower employees, making skill development an integral and motivating aspect of their roles. - Existing Systems:
Largely lack gamification, focusing on transactional recognition processes rather than active engagement.
8. Technology and Usability
- WFoIC (MYSKILLSmanager):
A digital-first platform, enabling seamless integration with other organisational tools and offering intuitive interfaces for both employees and managers. - Existing Systems:
Technology adoption varies, with many relying on outdated systems or manual processes, leading to inefficiencies.
Comparison Outcome:
- The WFoIC (MYSKILLSmanager) stands out as a transformative approach that integrates skill recognition into the broader ecosystem of workforce development. Unlike traditional systems, it emphasises performance-based, evidence-driven processes that empower both individuals and organisations. Its adaptability, transparency, and proactive methodology make it a superior choice for addressing the challenges of modern workforce management.
