Organisation rarely understand and agree on the skills they actually need. Filtered has developed a methodology to:
Whether you call them skills, competencies or behaviours, the frameworks for describing what your people need to know and do at work have become far too complex. In a constantly changing world, we need flexible, harmonised tags that enable us to select and prioritise development content quickly.
But we’ve inherited multi-level hierarchies of poorly-defined, overlapping terms that don’t help anybody. In just three weeks, Filtered can produce a list of between 10 and 50 that apply to everyone in your organisation and address your needs right away.
average save on annual content spend with Content Intelligence
faster than human curation, with higher accuracy. 1000s of hours saved.
learning campaign engagement rates to industry average.
of our recommendations are marked useful
of users spend more time developing targeted capabilities
of users have applied a Filtered recommendation to improve their work
Our skills framework design process comprises three steps.
Select a need-focused framework: We help you understand the focus area that is most strongly linked to better business performance or faster transformation. Then we select that subset from our extensive library of skills. If we need to add some specific skills in, that’s possible too.
Add sector-specific threats and opportunities: We then identify sector threats and opportunities, identify the relevant capabilities and make it relevant to your organisation with surveys, focus groups and interviews.
All this is done in close consultation with you. Some clients have very clear ideas about their frameworks and are looking to us to confirm their established hypotheses, some clients are starting with a blank sheet. We’re comfortable with either scenario.
Once you have a data-backed framework of up to 50 important skills, we’ll help you to sell it to the organisation by using it to solve problems. For example, we apply your framework through our content intelligence to evaluate the performance of your current libraries and make data-backed decisions about which to promote and which to retire.
More importantly, with that intelligence, we can curate (and apply corresponding skills tags for) the most important internal, external and third-party resources to address the problems your teams are urgently trying to solve.