Future Skills Mapping with Design Thinking: A Blueprint for HR

In today's rapidly transforming business landscape, HR's role in identifying and nurturing future-ready skills is paramount. Design thinking offers a structured yet flexible framework for addressing this challenge, emphasizing human-centric solutions to foster a culture of innovation and adaptability.

I thought I might provide some thought starters on actionable steps HR can take to implement this approach. As usual, let’s iterate on this together.

Empathy as a Starting Point: Listening and Understanding

Empathy stands at the foundation of design thinking. It's about understanding the various experiences, challenges, and aspirations of our employees. This deep, empathetic engagement allows us to uncover genuine needs and design solutions that resonate on a personal level.

• Conduct Employee Workshops: Organize workshops that focus on understanding the varied experiences, aspirations, and challenges of employees. Use empathy maps to document insights, helping to tailor learning and development programs to real needs.
• Implement Regular Feedback Loops: Establish continuous feedback mechanisms, such as surveys and one-on-one interviews, to gauge employee satisfaction, uncover hidden challenges, and identify emerging skill gaps.

Consider IBM's SkillsBuild platform as an illustration of empathy in action. It's a digital learning environment that offers a broad spectrum of courses, from technical skills like cloud computing and AI to professional development. SkillsBuild aims to understand and address the learner's journey, adapting resources to meet users where they are and guiding them toward where they need to be.

Defining Future Skills: Research and Synthesis

The task of defining the skills of the future extends beyond current job requirements. It involves a keen analysis of emerging industry trends, technological advancements, and socio-economic changes. This process is not about predicting the future but preparing for it by fostering adaptability, creativity, and resilience within our workforce.

• Utilize Predictive Analytics : Leverage data analytics tools to identify trending skills and predict future industry requirements. Analyze job postings, academic curricula, and market research reports to anticipate shifts in skill demands.
• Create a Skills Inventory: Develop a dynamic inventory of current and future skills relevant to your organization. This living document should be regularly updated based on technological advancements, business strategy shifts, and feedback from employees.

The World Economic Forum's Future of Jobs Report can serve as a resource, offering insights into the shifting landscape of employment and the skills that will become increasingly important. HR professionals can leverage this report to anticipate changes and craft strategies that will equip their teams for success.

Ideation: Designing Creative Learning Pathways

Once future skills are identified, the ideation phase invites us to think creatively about learning and development opportunities. This stage is about envisioning innovative programs that not only transfer knowledge but inspire continuous learning and curiosity.

• Brainstorming Sessions: Facilitate cross-functional brainstorming sessions to generate innovative ideas for learning programs. Encourage contributions from a broad range of employees to ensure a wide range of perspectives and creative solutions.
• Pilot New Formats for Learning: Experiment with various learning formats such as microlearning, gamified learning experiences, and peer-to-peer learning circles. These formats can cater to different learning styles and preferences, making skill acquisition more engaging and effective.

The HR.Hackathon Alliance community recently ideated around the challenge “How might HR design and implement an upskilling initiative that equips their workforce with the necessary AI competencies to drive innovation and meet their strategic business goals in a scalable and secure way?”

You could facilitate an HR.Hackathon like this with your employees.

Prototyping and Testing: Experimentation and Feedback

The iterative process of prototyping and testing is crucial for developing effective learning programs. This approach allows for the refinement of initiatives based on real-world feedback, ensuring they are relevant and impactful.

• Launch Pilot Programs: Select a small group of employees to test new learning initiatives. Choose participants from different departments and levels to obtain comprehensive feedback on the program's effectiveness and appeal.
• Iterate Based on Feedback: Use the insights gathered from pilot programs to refine and adjust the learning initiatives. Emphasize rapid prototyping and iterative design to quickly improve and scale successful programs.

Implementation and Scaling: Ensuring Accessibility and Impact

The ultimate test of any learning program is its ability to be implemented and scaled effectively across the organization. This phase is about ensuring the initiatives developed are accessible to all and can be adapted to meet diverse needs.

• Develop Scalable Learning Platforms: Invest in or develop online learning platforms that can deliver customized learning experiences at scale. These platforms should support various formats and allow for personalization to meet individual learning paths.
• Incorporate Skills-Based Career Pathways : Align learning and development programs with clear career progression pathways within the organization. This alignment helps employees see the direct impact of skill development on their career growth and motivates engagement with learning programs.

Google’s Career Certificates program illustrates the potential of scalable learning solutions. By offering certifications in high-demand areas, Google has created pathways for many to develop the skills necessary for today's digital economy. HR professionals can look to such models for inspiration in designing their own scalable development programs.

The Role of HR: Championing a Learning Culture

HR professionals play a pivotal role in creating a culture that values and supports continuous learning and innovation. By applying design thinking to the challenge of future skills mapping, HR can lead the way in preparing organizations for the changes ahead.

• Lead by Example: HR leaders should actively participate in learning programs and advocate for continuous professional development. Sharing experiences and learnings from these programs can inspire others to engage.
• Recognize and Reward Continuous Learning: Create recognition programs that celebrate employees who dedicate time to learning and applying new skills. Recognition can range from formal awards to public acknowledgment in company communications.

I am curious: How have you seen planning for future skills needs approached in a human-centered way? Which additional ideas did this article spark for you?

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ABOUT THE AUTHOR

Design Thinking for HR is a biweekly LinkedIn newsletter that aims to inspire HR professionals to experiment with the human-centered design framework. The newsletter is curated by Nicole Dessain who is a talent management and employee experience leader, founder of the HR.Hackathon Alliance , and a Northwestern University instructor. Nicole is currently writing her first book about Design Thinking for HR. Join the Early Readers’ Community here .