T-shaped skills models are the future-proof of an organization and boost its competitiveness.

??T-shaped skills models remain integral for future-proofing careers

Although “T-shaped skills” was discovered over 30 years ago, it has recently gained more popularity in the professional development industry because it provides a compelling visualization of the unique combination of depth and breadth of skills that can lead to success in today’s workplace. Companies still use a T-shaped skills model in some capacity to guide talent management, according to a new interesting research published by CompTIA called "Workforce and Learning Trends” using data from 450 US and 200 UK HR and L&D professionals across a range of industry sectors and company sizes conducted in January and February 2023.

?T-shaped skills profile

For any given role, some skill requirements are universal. Every learner builds a unique, personalized T-profile with relevant skills blocks according to 麦肯锡 researchers.

Researchers defined “T-shaped model” as an employee with significant understanding of a particular field, as well as a wide range of cross-discipline competencies.

?? In this formulation, the vertical bar of the “T” represents the in-depth knowledge of the specialized field, and the horizontal bar of the “T” represents capabilities in a broad range of related skills. An employee with T-shaped skills is particularly valuable today when flexibility is so prized; they can draw on their technical knowledge and apply it to areas of expertise and business segments other than their own.

?Use of T-Shaped Skills Taxonomy

Researchers found that majority of HR professionals (74%) are increasingly turning to skills taxonomies.

Skills taxonomies classify and track the capabilities within an organization and can, therefore, amplify and refine talent mobility efforts. They can also help organizations create training opportunities that enable employees to learn complementary skills.

Employees can also benefit from skills taxonomies because they can see what skills they’ve mastered and identify which learning opportunities will help them pursue their objectives. Business leaders can also evaluate the ways skills are learned in their organization and track how those competencies become deeper and broader over time.

? Investments in Talent platforms and systems

Researchers found that 3 of the top 4 new investments in platforms and systems are in areas that focus on developing and deploying talent:

1?? Learning and training platforms

2?? Talent mobility and talent marketplace platforms

3?? Skills inventory, talent intelligence, and career pathways platforms

Researchers found that developing T-shaped employees arguably requires more professional development and continuing education than more traditional skills models do. Mid-career professionals may need as much, or more, training than their lower-level counterparts. That is because to sustain both axes of the “T,” employees need to stay up to date on the technical skills that are central to their core function, but they also need to develop broader capabilities, including creativity, collaboration, and communication skills. A senior business leader, for example, should understand their organization’s operations and strategic goals, as well as the larger industry context.

Thank you ?? CompTIA researchers team for these insightful findings:

Nancy Hammervik Todd Thibodeaux Jennifer Browning

Dave Ulrich George Kemish LLM MCMI MIC MIoL

#peopleanalytics #futureofwork #skills #talent