In an ever-changing economic and technological context, companies must constantly adapt and develop their employees' skills to remain competitive and meet new market demands. Competency mapping is an essential strategic tool for effectively managing talent within an organization. In this article, discover the five key steps to setting up an effective skills map, from identifying future needs to evaluating training plans. 

1. Identify future key skills needs 

The first step in skills mapping is to identify the strategic skills needed to achieve the company's future objectives. This involves an in-depth analysis of market trends, technological innovations and industry developments. It is important to understand which skills will be essential to remain competitive and meet the demands of customers and partners.

To do this, it is necessary to consult various sources of information, such as industry reports, economic forecasts, market studies and competitive analyses. Involving internal stakeholders, such as executives and managers, also provides valuable insights into the strategic competencies to be developed.

The analysis must take into account the technological changes that could transform industry practices, as well as the new working methods that could emerge. For example, the adoption of artificial intelligence, process automation and increasing digitalization may require new skills in data analysis, technology project management and cybersecurity.

By identifying these key skills, the company can set clear priorities and focus its skills development efforts. This helps structure targeted training programs and plan recruitment to fill identified gaps. A clear understanding of future skills needs also helps to align talent development strategies with the company's strategic objectives, ensuring optimum preparation for future challenges.

2. Identify and assess current employee skills

A detailed inventory of employees' current skills is essential to obtain a clear and accurate picture of the current situation.

This phase involves the use of a variety of assessment methods, such as formal appraisals, individual interviews, self-evaluations and 360-degree feedback. Each of these methods offers different and complementary perspectives on employee skills.

• Formal assessments: these structured assessments provide quantitative data on employee skills. They can include specific skills tests, practical exams or work simulations. The results of these assessments provide precise, measurable information on employees' technical and professional skills.
  
  
• Individual interviews: face-to-face interviews with employees enable us to explore their skills, experience and career aspirations in depth. These discussions provide an opportunity to understand each employee's strengths and weaknesses, as well as their motivations and career goals. Managers can also identify undeclared or under-utilized skills within the organization.
  
  
• Self-assessments: self-assessments encourage employees to reflect on their own skills and identify areas in which they would like to develop. This exercise in self-reflection can reveal hidden skills and help align employees' perceptions with those of the organization.
  
  
• 360-degree feedback: This method gathers feedback from a variety of sources, such as colleagues, subordinates, superiors and customers. 360-degree feedback provides an overview of employees' behavioral and interpersonal skills, and enables the detection of aspects that would not be visible in more traditional assessments.

By combining these different methods, the company can obtain an accurate, holistic assessment of existing skills. This phase enables potential gaps to be identified and the strengths and weaknesses of each employee to be understood. A detailed assessment is fundamental to drawing up tailored, effective development plans that meet employees' individual needs while aligning their skills with the organization's strategic objectives.

3. Set up succession plans for key positions

Succession plans are essential to ensure continuity of operations and organizational stability in the event of departures or changes of position within strategic roles. They aim to prepare the succession for these positions by identifying potential internal talent and planning their development so that they can take on these roles in the future. Here are the steps to follow to develop these succession plans: 

• Identifying internal talent: the first step is to identify employees with the potential to fill key positions. This can be achieved through performance appraisals, manager referrals and interviews with employees to understand their aspirations and growth potential.
  
  
• Opt for targeted development: once talent has been identified, it's important to put in place tailor-made development programs for these individuals. This includes specific training courses that reinforce the technical and managerial skills required for the target position. For example, a leadership program to prepare a future general manager, or advanced technical training for a specialized position.
  
  
• Focus on mentoring and coaching: pairing designated successors with experienced mentors is an effective practice for skills development. Mentoring offers hands-on learning and ongoing support, enabling future leaders to benefit from the experience and knowledge of current executives. Coaching sessions can also help hone interpersonal and decision-making skills.
  
  
• Ongoing assessment: it's important to regularly monitor the progress of designated successors to ensure that they are acquiring the necessary skills and experience. Periodic assessments and ongoing feedback help to adjust development plans and ensure that employees stay on track for their future roles.

4. Develop training plans

Based on the gaps identified, it's important to design targeted training programs to enhance employees' skills and align their capabilities with business needs. Here are some tips to consider:

• Personalize training plans: training plans need to be customized to meet the specific needs of each employee. This means adapting training content to the skills to be developed and the career aspirations of each individual. A personalized approach ensures that employees receive relevant and effective training, maximizing the impact on their performance and career progression.
  
  
• Make training methods flexible: to be effective, training plans need to be flexible and include a variety of pedagogical methods. This can include online courses, hands-on workshops, individual coaching, and on-the-job training. Online courses offer convenience and accessibility, enabling employees to learn at their own pace. Practical workshops and on-the-job training offer direct application of skills, while individual coaching provides personalized support and specific advice.
  
  
• Ongoing training: it's important that training plans are not one-off events, but part of an ongoing training program. This enables employees to adapt to technological developments and new market requirements. Regular training sessions and skills upgrades are essential to maintaining a high level of performance and innovation.
  
  
• Use modern technologies: integrating modern technologies into training plans, such as e-learning platforms, virtual simulations and collaboration tools, can enrich the learning experience. These technologies create interactive and engaging learning environments, facilitating the acquisition of new skills.
  
  
• Monitor and evaluate training effectiveness: it is vital to measure the effectiveness of training programs to ensure that they achieve their objectives. This can be done through regular evaluations, feedback from participants, and post-training performance analysis. These evaluations enable training programs to be continually adjusted and improved, ensuring that they remain relevant and effective.
  
  
• Align training plans with corporate objectives: this means that the skills developed must contribute directly to achieving corporate priorities, such as innovation, service quality, or expansion into new markets. Strategic alignment ensures that training efforts support the company's growth and competitiveness.

By developing well-designed, strategically aligned training plans, companies can effectively close skills gaps, prepare their employees to meet new challenges, and strengthen their market position.

5. Evaluate the success of training plans

Ongoing evaluation of the effectiveness of training programs is an essential step in ensuring that skills development strategies are meeting their objectives and producing the desired results. Here's a non-exhaustive list of how to go about it:

• Collect feedback from participants: involve trained employees in the evaluation process by collecting their impressions and feedback on the training programs. This can be done through questionnaires, interviews or focus groups. Participant feedback provides valuable insights into the quality and relevance of training content, the teaching methods used, and the applicability of the skills acquired to their day-to-day work.
  
  
• Analyze post-training performance: comparing employee performance before and after training is essential for measuring the impact of programs. Key Performance Indicators (KPIs) can be used to assess improvements in productivity, work quality, customer satisfaction, or task completion times. This analysis helps quantify the benefits of training and identify areas where adjustments are needed.
  
  
• Evaluate the impact on corporate objectives: it is important to link training results to the company's strategic objectives. For example, if the objective is to improve innovation, we need to assess whether the newly acquired skills have led to the creation of new products or services. If the objective is to improve customer satisfaction, we need to measure changes in satisfaction rates after the teams concerned have been trained. Strategic impact assessment ensures that training programs contribute directly to the company's growth and competitiveness.
  
  
• Long-term monitoring of developed skills: evaluation should not be limited to the period immediately after training. Long-term follow-up is needed to ensure that the skills acquired are maintained and regularly updated. This can include periodic assessments, training refreshers, and ongoing practice opportunities. Long-term follow-up helps to solidify skills and integrate them durably into employees' work practices.
  
  
• Identify areas for improvement: a rigorous evaluation helps identify aspects of training programs that need improvement. This may concern content, methodology, duration, or even the tools used. By identifying these areas, the company can adjust its training strategies to make them more effective and better aligned with employees' needs and the organization's objectives.
  
  
• Measuring return on investment (ROI ): calculating the return on investment of training programs is essential to justify expenditure and optimize allocated resources. ROI can be measured by comparing training costs with tangible benefits achieved, such as increased productivity, reduced errors, and talent retention. A well-conducted ROI analysis shows the added value of training and guides future decisions on skills development.

Competency mapping is an essential strategic process for companies seeking to remain competitive in an ever-changing environment. By following the five key steps-identifying future skills needs, assessing current skills, implementing succession plans, developing training plans, and evaluating the success of these training courses-organizations can not only close skills gaps, but also align the talents of their employees with the company's strategic objectives. This ensures optimal preparation for future challenges and supports continued growth and innovation.