{"id":33248,"date":"2024-07-01T08:40:07","date_gmt":"2024-07-01T06:40:07","guid":{"rendered":"https:\/\/dedicalo-neu.leineglueck-demo.de\/?p=33248"},"modified":"2024-07-05T10:14:45","modified_gmt":"2024-07-05T08:14:45","slug":"why-hr-skill-management-does-not-work-for-it-services-and-consulting-2","status":"publish","type":"post","link":"https:\/\/dedicalo-neu.leineglueck-demo.de\/en\/why-hr-skill-management-does-not-work-for-it-services-and-consulting\/","title":{"rendered":"Why HR Skill Management does not work for IT Services and Consulting"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text]<span data-contrast=\"auto\">Skill management is traditionally an HR topic. It\u2019s about developing employee skills, gaining transparency on qualifications, and filling open positions. HR processes follow strategic, long-term goals.<\/span><\/p>\n<p><span data-contrast=\"auto\">The business model of consulting firms is selling consultants\u2019 skills. Skills are an operational, day-to-day topic, from sales to invoicing. This requires different data, processes, and tools.<\/span><\/p>\n<p><span data-contrast=\"auto\">Companies that turn to us typically maintain consultants\u2019 profiles in Word and use spreadsheets to track skills, regardless of what HR has in place for this kind of data.<\/span><\/p>\n<p><span data-contrast=\"auto\">This causes redundancies, process disruptions and administrative overheads.<\/span><\/p>\n<p><span data-contrast=\"auto\">Why does it happen?<\/span><\/p>\n<p><span data-contrast=\"auto\">There are some patterns that we keep seeing.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:200,&quot;335559740&quot;:276}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">HR departments handle HR tasks and use HR software. Most HR solutions provide some skill management functionality. HR ends up owning the skill management process and tool.<\/span><\/p>\n<p><span data-contrast=\"auto\">The problem is that what the business needs is different from what HR delivers. HR is inward-looking and defines its own terminologies, metrics, and timelines. Consulting business is client-facing and must handle customer demands in a competitive environment. The HR solution does not support this. The Professional Services Automation (PSA) tool that was rolled out to support the client-facing processes does not provide anything useful for skills.<\/span><\/p>\n<p><span data-contrast=\"auto\">From the IT department&#8217;s point of view, all processes are covered in the application landscape. So, the business patches up the gaps with its own tools: Word, Excel, PowerPoint, or a home-grown solution developed by consultants on the bench.<\/span><\/p>\n<p><span data-contrast=\"auto\">Now there are multiple, disconnected tools for similar data. The data in the HR tool gets outdated since consultants see no need to update it in parallel to their Word CVs (which they would prefer not to update either). And the business is relying on make-shift solutions for core processes.<\/span><\/p>\n<p><span data-contrast=\"auto\">To fix this, skills management \u2013 as needed by the consulting business \u2013 must be a central ingredient of the PSA tool.<\/span><\/p>\n<p><span data-contrast=\"auto\">The consulting business needs more detailed and more up-to-date skill data than HR. Spending consultants\u2019 time on maintaining data is expensive. This is where another advantage of the PSA approach comes into play: Skills and experiences can be derived from consultants\u2019 assignments and tasks that are already maintained in the PSA tool. With the availability of Large Language Models structured skill assessments are not needed anymore. The information is obtained from work-related texts such as project descriptions.<\/span><\/p>\n<p><span data-contrast=\"auto\">This is the approach we take with dec\u00eddalo. Due to its strong <a href=\"https:\/\/dedicalo-neu.leineglueck-demo.de\/en\/skills-and-profiles\/\">skill management<\/a> capabilities dec\u00eddalo is sometimes mislabeled as an HR tool. It is a PSA solution to capitalize on consultant skills.<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_btn title=&#8221;Get Started Free&#8221; color=&#8221;btn-das&#8221; link=&#8221;url:https%3A%2F%2Fregistration.decidalo.app%2F|target:_blank|&#8221;][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row][vc_column][vc_column_text]Skill management is traditionally an HR topic. It\u2019s about developing employee skills, gaining transparency on qualifications, and filling open positions. HR processes follow strategic, long-term goals. The business model of consulting firms is selling consultants\u2019 skills. Skills are an operational, day-to-day topic, from sales to invoicing. This requires different data, processes, and tools. Companies that [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":33224,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[1],"tags":[],"class_list":["post-33248","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-unkategorisiert"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why HR Skill Management does not work for IT Services and Consulting - decidalo<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dedicalo-neu.leineglueck-demo.de\/en\/why-hr-skill-management-does-not-work-for-it-services-and-consulting\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why HR Skill Management does not work for IT Services and Consulting - decidalo\" \/>\n<meta property=\"og:description\" content=\"[vc_row][vc_column][vc_column_text]Skill management is traditionally an HR topic. It\u2019s about developing employee skills, gaining transparency on qualifications, and filling open positions. HR processes follow strategic, long-term goals. The business model of consulting firms is selling consultants\u2019 skills. Skills are an operational, day-to-day topic, from sales to invoicing. This requires different data, processes, and tools. 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