Comparison: MYSKILLSmanager Bottom-Up Approach vs. Current Educational Circle of Influence and Control
1. Core Philosophy
- MYSKILLSmanager:
Designed to empower workers directly by focusing on skill development and engagement from the ground up. It values individual contributions and tailors learning pathways to meet job role expectations using practical, evidence-based performance metrics. - Educational Circle of Influence and Control:
Focuses on a top-down approach, where institutions, regulators, and training providers influence learning pathways. Emphasis is often on compliance and credentialing, with less immediate emphasis on direct workforce empowerment.
2. Alignment with Worker Needs
- MYSKILLSmanager:
Prioritizes worker involvement in identifying, measuring, and developing skills relevant to their roles. Its gamified and transparent process encourages active participation and boosts confidence through measurable progress. - Educational Circle:
Typically rigid, with predefined standards and limited adaptability to specific workplace demands. Workers often experience disconnection due to generalized or academic-centric content.
3. Practical Outcomes
- MYSKILLSmanager:
Ensures real-time skill recognition and development tied to job performance, driving immediate workplace impact. It bridges gaps between skills and productivity by focusing on direct application. - Educational Circle:
Outcomes are tied to broader qualifications and certifications, which may not translate directly into job-specific performance improvement. Practical skill application can be secondary to academic achievements.
4. Flexibility and Adaptability
- MYSKILLSmanager:
Utilises the SKILLcatalyst algorithm and ISQ2 framework to dynamically adapt to different industries, roles, and individual needs. Workers and managers co-create development pathways that align with workplace realities. - Educational Circle:
Primarily built around standardized frameworks and qualifications, limiting adaptability to rapidly changing workforce requirements or unique organizational contexts.
5. Evidence-Based Performance
- MYSKILLSmanager:
Focuses on capturing and leveraging evidence of skill application in real-world settings. Workers’ progress is assessed through practical achievements, fostering trust and accountability. - Educational Circle:
Heavily reliant on assessments and qualifications that may lack direct alignment with workplace evidence or job-specific performance indicators.
6. Engagement and Motivation
- MYSKILLSmanager:
Gamifies skill development, making learning interactive and rewarding. Workers feel more empowered and engaged because their efforts translate directly into visible career progression. - Educational Circle:
Engagement is often passive, relying on traditional classroom or theoretical learning methods. Motivation can wane if outcomes feel disconnected from daily work.
7. Overcoming Silos
- MYSKILLSmanager:
Breaks down silos by integrating learning, performance measurement, and workforce development into a unified system. It aligns HR, operations, and training efforts under a common framework. - Educational Circle:
Often operates in silos, with different entities (RTOs, regulators, employers) managing separate aspects of skill development and job performance. This disjointed structure can create inefficiencies and gaps.
Conclusion
MYSKILLSmanager’s bottom-up approach emphasizes empowering workers and improving productivity through tailored, evidence-based skill development. In contrast, the current Educational Circle of Influence and Control focuses more on traditional top-down credentialing, which may not fully address workplace performance needs. MYSKILLSmanager offers a modern, flexible alternative that directly aligns with organizational and worker outcomes.
