When we last caught up with Gainwell, the healthcare-technology company was undergoing a transformation to a more skills-based organization. Flexibility is crucial as Gainwell moves from project to project quickly. So, the company needs to know the skills of each member of its workforce. Plus, the firm wants to improve internal mobility and retention by offering more growth opportunities.
After that initial launch of G>Force, it’s skills platform powered by SkyHive Enterprise, Gainwell had 10,600 employees who reported an average of 22 skills per profile. Employees had completed more than 600 training courses. After several months, there has been even more progress:
- 従業員 現在、1プロフィールあたり平均36のスキルがある
- 従業員 1,567コースを修了
- 257従業員 がメンターを見つけた。
“The more engagement we have with employees updating and refreshing their profiles, the better outcomes we are having with internal mobility,” said Julie Moore, Principal, Learning & Development at Gainwell.
Moore is going to continue promoting the value of an accurate skills profile by offering training sessions for employees, and communication and outreach campaigns to company leaders. It also has started integrating skills data into key roles to help it identify who may have the right potential and may be otherwise overlooked. As part of that effort, it has posted “hot jobs” as a way for employees to build career paths to internal roles that are in greater demand.
Find out more in the full case study. Are you thinking of pursuing a skills transformation similar to Gainwell? Let us know.
