The skills-based organization
Today in increasing number of companies the only company owned resource is knowledge capital, everything else has been outsourced. In some companies, leased manpower makes a big part of the personnel who is in direct contact with their customers. In the end the company owns truly only the embedded skills and the knowledge residing in its processes and structures. Own personnel are in a way complemented with leased manpower.
This creates managerial challenges, as skill levels and requirements within the organization are dynamic. Skills are forgotten and crucial resources leave the company taking valuable insights with them.
The skills and knowledge of the personnel are beneficiary only after they are applied correctly to create value for the customers. The existence and functionality of the knowledge strategy requires close attention from Human Resources.
The skills need to be proactively managed
Boudin Analytics gives you a fresh update of the skills daily, and a forecast for the coming 6, 12 and 18 months as a default. In more detail, Boudin Analytics also keeps track of training needs on product, language and location levels both for internal resources as well as for dealers, resellers and extended enterprise members.
Skills create value
Are there enough skills in the organization to meet the sales targets for individual products? This is a fairly complex question. Are the skills balanced with sales personnel across the different products and product lines? Are there enough skills in all locations?
How can we help our distributors and resellers to serve their customers better with our products and services; this means increasing sales with the help of focused sales training provided by us.
Skill sets needs frequent updates
After formal sales training the assessed skill levels of individuals start to sink after a while. First because of the effects of forgetting. The second factor having influence in the sinking level of the skills is caused by the churn in the company. Annually up to 50 % of the skills are lost this way. The third cause for the loss of the skills is the fact that each separate training entity is only valid and applicable for a limited time after the successfully completed training. Depending on managerial decisions the lifespan of individual trainings varies between 24 and 36 months.
Collectively exhaustive processes
All the three independent factors, which show detrimental effects on the level in the skills work simultaneously. Boudin Analytics gives you a fresh update of the skills on a daily basis. At the same time you get the forecast on the residual skills on the subtotal level of your sales reporting for the coming 6, 12 and 18 months per default.
Tracking training needs targets
You have predefined minimum passing levels for individual courses belonging to specific skills in your training policy. Boudin Analytics keeps track of respective training needs on product, language and company location levels and provides your training professionals list of trainees needing to brush up their skills for policy conformance. You get similar reports, forecasts and lists also for the training needs of your dealers, resellers and extended enterprise members from Boudin Analytics.