Many leaders feel stuck. They want their organizations to grow but don’t feel confident their workforce can deliver. What they need is a skillforce — a workforce composed of human and AI capabilities that are measured, aligned, and mobilized quickly. A skillforce is adaptable and ready to take on new challenges. This assessment will help leaders shed light on their organizations’ readiness to take on those challenges.
SKILLS READINESS ASSESSMENT
GETTING STARTED
You’re running programs but need a strategy and help to implement it.
BUILDING MOMENTUM
You’ve gained traction and enlisted the help of champions. But there's more work to do.
LEADING THE WAY
You’re trailblazing — and it shows up in your organization's bottom line. Where to next?
readiness score
Question 1/8
Please select one option below.
Does your organization have a documented strategy (skill taxonomies, job architecture, etc.) for monitoring and addressing future skill needs across departments?
Yes
No
In Progress
Next question
Question 2/8
Have you implemented enterprise-wide assessments to identify skill gaps based on current and future business goals?
Previous question
Question 3/8
Are employees offered skilling opportunities across key functions? This may include personalized training paths, hands-on practice, and proficiency assessments.
Question 4/8
Do you have a technology platform or an integrated system in place to track, manage, and evaluate the progress of skilling programs?
Question 5/8
Are skills and roles — including AI-related skills and AI agents — integrated into core systems like an HRIS, ATS or LMS?
Question 6/8
Can you measure how adding skills can affect certain KPIs, like revenue growth, productivity gains, customer satisfaction, risk or cost reduction?
Question 7/8
Is there leadership buy-in and support for long-term skilling initiatives to ensure company-wide alignment?
Question 8/8
Please select an answer to complete the assessment.
Is your organization fostering a culture that values continuous learning and innovation at all levels?
LEVEL 1
Your organization is currently at LEVEL 1 of the skilling journey, a crucial stage for understanding and evaluating your skilling needs.
DEVELOP LEADERS
BUILD TECH SKILLS
NAVIGATE RISKS
EMBRACE AI UPSKILLING
YOUR NEXT STEPS
Action: Perform an in-depth analysis of the current skill sets within your organization. Identify gaps between existing skills and those required for future growth, especially in areas impacted by AI and emerging technologies. Utilize this data to inform your skilling strategy and set a strong foundation for future initiatives.
01
Action: Organize workshops and meetings with key stakeholders, including senior leaders and team managers, to discuss the findings of the skills audit. Collaboratively develop a skilling roadmap that outlines priorities, timelines, and roles. This roadmap will guide your efforts and ensure alignment with business objectives.
Here's what your organization is focusing on in this phase:
HELPFUL SKILLING RESOURCES
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Conduct a Comprehensive Skills Audit
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Engage Stakeholders and Build a Skilling Roadmap
02
Identifying the right skills to prioritize Securing buy-in from stakeholders Aligning training initiatives with broader business goals Gathering insights and data to inform your skilling strategy Ensuring future efforts are well-targeted and effective
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Assessment complete
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LEVEL 2
Your organization is currently at LEVEL 2 of the skilling journey, signifying that you have begun to recognize key areas for development and have conducted preliminary assessments.
Action: Create a centralized repository that indexes all existing skills within your organization. This should include detailed profiles of employee skills, certifications, training histories, key results (OKRs), and talent performance data. The database will help you systematically track and manage skill development across the organization.
Action: Form a dedicated team comprising representatives from HR, IT, compliance, and other key departments. This task force will be responsible for overseeing skilling initiatives and ensuring they align with organizational goals. Their collaborative efforts will facilitate a cohesive and integrated approach to skilling.
Develop a Centralized Skills Database
Establish a Cross-Functional Skilling Task Force
Cataloging existing skills Identifying skill gaps Integrating insights into a structured plan Creating a comprehensive skilling strategy Ensuring alignment with business objectives Fostering stakeholder engagement for continuous skilling
LEVEL 3
Your organization is currently at LEVEL 3 of the skilling journey, where you are actively implementing structured skilling programs and focusing on upskilling and reskilling your workforce.
Action: Expand the reach of your most effective pilot training programs to a larger segment of your workforce. This involves increasing participation rates, enhancing training delivery methods, and ensuring consistency across different departments and locations. Scaling these programs will amplify their impact and benefit more employees.
Action: Foster a culture of continuous learning by embedding regular training and development activities into your organizational processes. Promote the importance of lifelong learning through internal communications, incentives, and leadership endorsements. A culture that values continuous learning will support ongoing skill development.
Scale Up Successful Training Programs
Integrate Continuous Learning into Corporate Culture
Executing and refining skilling initiatives Ensuring alignment with business performance goals Scaling programs consistently across departments Linking training outcomes to tangible business results Maintaining a dynamic approach to evolving industry needs Committing to continuous growth and improvement in your skilling strategy
Implement Advanced Analytics to Measure Impact Action: Develop and use advanced analytics to measure the effectiveness of your training programs. Focus on key metrics such as skill acquisition rates, employee performance improvements, and business impacts. These insights will help you refine and optimize your skilling initiatives for maximum effectiveness.
getting started
You’re at or close to the ground level, focusing on evaluating capabilities and understanding the broader impact on the business.
Define Strategic Priorities: Conduct cross-departmental workshops to uncover current and future skill needs tied to business objectives. Create a high-level roadmap outlining key goals for reskilling and upskilling over the next 2-3 years. Evaluate Technology Systems: Identify tools or systems that can help track and analyze skills data. Research vendors to implement basic assessments or pilot tracking systems. Seek Leadership Sponsorship: Present the skilling roadmap to executive teams, highlighting its importance for enterprise performance. Establish advocates or champions from each department to promote early-stage initiatives. Foster a Skilling Mindset: Begin shifting the culture by emphasizing the link between continuous learning and business agility. Launch small-scale initiatives, such as team-level skill audits or pilot programs.
Fill out the form to receive your tailored outcome, next steps, and resources to enhance your skilling and L&D strategies.
Based on your readiness level, here are actions you should focus on to help your workforce become more resilient and agile over time.
Advancing Your Workforce’s Readiness
Your Readiness score:
Goals:
Right now, it’s important to focus on skill taxonomies and ontologies to take stock of what skills you need now and in the future. Through this process, you begin identifying gaps and opportunities.
NEXT STEPS:
PRO TIP:
Focus on awareness-building sessions within your leadership circle to ensure all stakeholders understand what’s at stake.
RESOURCE
A Step-by-Step Guide to Building a Business Case for Learning and Development You have a vision, but how do you realize it? How do you get budget? Who can help? This blog shares how a technical training team at Michigan’s largest hospital system earned buy-in for its skilling programs.
READ MORE
YOUR PATH FORWARD
Use these next steps to create a skillforce, one that’s ready, competitive, and aligned to your enterprise goals. And if you need help, we’re here. The Skillsoft Percipio Platform helps leaders see, develop, and mobilize capability across people and AI agents. See how it works by requesting a demo.
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building momentum
You’re building momentum. You’ve identified areas for growth and have taken initial steps like conducting assessments and establishing partnerships internally. However, gaps remain in scalability and structure.
Strengthen the Strategy: Translate your roadmap into actionable projects with timelines, departmental ownership, and measurable outcomes. Prioritize skills aligned to mission-critical areas, using benchmarking to set targets. Implement Scalable Technology: Consolidate your tech stack to cut costs, reduce administrative burden, and simplify reporting. At minimum, connect your existing systems via APIs to share data across platforms. Enable tracking capabilities for both individual and team-level progress. Engage Leaders for Long-Term Success: Foster cross-functional collaboration between HR, IT, and operations to prioritize skilling initiatives. Host regular executive briefings on progress and emerging needs. Embed Skilling Into Workplace Culture: Encourage managers to embed learning objectives into performance reviews. Roll out enterprise campaigns promoting the value of growth mindsets.
Refine your systems and processes while embedding skilling initiatives deeper into your organizational fabric. Now is the time to link skills to business outcomes.
Identify quick wins, such as certifications or targeted training programs, to demonstrate immediate value and build momentum.
SKILLSOFT + APEXON Apexon designed and implemented a comprehensive training program called Elevate Essentials to conquer challenges following a major merger.
SEE STORY
You’re leading the way with structured, enterprise-wide initiatives. You’ve built a foundation for sustainable upskilling and reskilling efforts. You’re looking ahead to what’s next.
Optimize and Innovate: Regularly refine your skilling roadmap with real-time input from industry trends and employee feedback. Explore partnerships with external training providers for niche or emerging skills. Enhance System Functionality: Leverage analytics to track ROI and predict future skills needs. Integrate AI or machine learning tools to personalize learning journeys at scale. Deepen Leadership Buy-In: Organize leadership forums focused on solving challenges tied to workforce transformation. Develop a succession pipeline based on leaders who champion learning and innovation. Scale Cultural Impact: Implement peer-to-peer mentoring or coaching programs across all levels. Publicly recognize teams or individuals for skilling achievements to inspire broader participation.
Focus on optimizing and scaling your existing skilling framework, while ensuring alignment with evolving industry demands. Tie skills directly to revenue and zero in on the partnership between humans and AI.
Use KPI data to demonstrate success at board meetings, reinforcing the strategic impact of your programs.
CGI’s ‘Program of the Year’ Global technology consultant CGI had record-setting participation in its AI skills program; it saw 90% participation, with 70,000+ employees building new skills.
