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Quest Training

Building a Skills-Based Organisation Training Course

Guides the shift from job-based models to a skills-based organisation that identifies, develops, deploys and measures skills to keep the workforce agile.

HWS · Human Resources Strategy & Workforce PlanningAll Levels#2643ClassroomEnglish , Arabic
Duration
5 Days
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Free substitution at any time · 30+ days' notice: full refund minus 10%. Cancellation policy

Sectors:Human Resources & Talent ManagementCategories:Human Resources Strategy & Workforce Planning

Course Overview

The Building a Skills-Based Organisation Training Course provides a strategic framework for transforming traditional job-based operating models into skills-based organisational structures that prioritize employee capabilities, workforce agility, and business outcomes. The programme explores how organisations can identify, develop, deploy, and measure skills to respond to changing business requirements, technological developments, and evolving workforce expectations. Participants examine the principles of skills-based organisation design, including skills taxonomies, competency frameworks, workforce skills inventories, and skills intelligence. The course focuses on moving beyond conventional job titles and static job descriptions toward a more flexible approach in which skills inform recruitment, talent development, internal mobility, workforce planning, performance management, and career progression. The programme also addresses the integration of skills-based practices into human resource management, organisational design, learning and development, and strategic workforce planning. Participants learn how to assess current and future skills requirements, identify capability gaps, establish skills assessment mechanisms, and create structured pathways for reskilling, upskilling, and talent redeployment. Particular attention is given to the role of digital platforms, workforce analytics, and artificial intelligence in supporting skills visibility and evidence-based talent decisions. Through practical exercises, case studies, and implementation workshops, participants develop the capabilities needed to design a skills-based operating model, establish governance arrangements, and implement measurable workforce transformation initiatives. The course emphasizes organisational readiness, stakeholder engagement, fairness, transparency, and continuous improvement to ensure that skills-based practices deliver sustainable value for both employees and the organisation.

Learning Objectives

  • Explain the principles and strategic value of a skills-based organisation.
  • Evaluate the limitations of traditional job-based workforce and talent management models.
  • Develop skills taxonomies and frameworks aligned with organisational strategy.
  • Identify current and future skills requirements across roles, functions, and business units.
  • Design workforce skills inventories and assessment mechanisms.
  • Identify skills gaps and establish priorities for workforce development.
  • Integrate skills-based practices into recruitment, internal mobility, career development, and succession planning.
  • Develop reskilling and upskilling strategies aligned with changing business requirements.
  • Apply workforce analytics to support skills visibility and talent-related decision-making.
  • Evaluate digital tools and artificial intelligence applications for skills intelligence and workforce planning.
  • Establish governance, accountability, and performance indicators for skills-based transformation.
  • Develop an implementation roadmap for building and sustaining a skills-based organisation.

Who Should Attend

This course is designed for professionals responsible for workforce strategy, talent management, organisational development, and human capital transformation, including: Chief Human Resources Officers and HR Directors. Human Resources and Talent Management Managers. Strategic Workforce Planning Specialists. Learning and Development Managers. Organisational Development and Transformation Leaders. Talent Acquisition and Recruitment Managers. Talent Management and Succession Planning Specialists. Competency Framework and Job Architecture Professionals. Workforce Analytics and People Analytics Specialists. HR Business Partners. Digital HR and HR Technology Professionals. Business Unit Leaders and Department Heads. Strategy and Change Management Professionals. Senior Executives responsible for workforce transformation and organisational capability.

Learning Outcomes

  • Assess organisational readiness for transitioning to a skills-based operating model.
  • Develop a skills taxonomy that reflects strategic priorities and workforce requirements.
  • Map skills to organisational capabilities, business activities, and relevant work requirements.
  • Establish a reliable inventory of existing workforce skills and proficiency levels.
  • Identify current and emerging skills gaps using structured assessment methods.
  • Design skills-based approaches to recruitment, deployment, internal mobility, and career development.
  • Develop targeted reskilling and upskilling programmes based on identified capability gaps.
  • Integrate skills data into workforce planning and talent management decisions.
  • Apply workforce analytics to monitor skills availability, demand, and development progress.
  • Evaluate digital platforms and AI-enabled tools for skills assessment and matching.
  • Establish governance mechanisms and indicators to measure the impact of skills-based practices.
  • Prepare a practical roadmap for implementing and continuously improving a skills-based organisation.

Course Outline

Day 1

Skills-Based Organisation Fundamentals & Strategic Alignment

  • Principles and characteristics of a skills-based organisation.
  • Differences between job-based and skills-based operating models.
  • The business case for skills-based workforce transformation.
  • Aligning skills strategies with organisational objectives and business priorities.
  • Understanding skills, competencies, capabilities, and proficiency levels.
  • The relationship between skills-based practices and workforce agility.
  • Organisational design implications of skills-based operating models.
  • Leadership sponsorship, organisational readiness, and stakeholder expectations.
  • Common implementation challenges and transformation risks.
  • Practical Application: Assess a hypothetical organisation's current workforce model and identify opportunities to introduce skills-based practices aligned with its strategic objectives.
Day 2

Skills Taxonomy, Skills Mapping & Workforce Assessment

  • Principles of developing an organisational skills taxonomy.
  • Establishing consistent skills definitions, categories, and proficiency levels.
  • Mapping skills to roles, responsibilities, projects, and business activities.
  • Developing skills inventories and workforce capability profiles.
  • Assessing employee skills through self-assessment, manager evaluation, testing, and evidence-based methods.
  • Identifying transferable, adjacent, and emerging skills.
  • Analysing current workforce capabilities and future skills demand.
  • Identifying critical roles and strategically important capabilities.
  • Data quality, validation, and governance for workforce skills information.
  • Practical Application: Develop a preliminary skills taxonomy and skills matrix for a selected business function, including skill categories, proficiency levels, assessment methods, and identified capability gaps.
Day 3

Integrating Skills into Talent Management & Workforce Development

  • Skills-based recruitment and selection approaches.
  • Moving from job descriptions toward skills-oriented role requirements.
  • Internal talent marketplaces and skills-based project assignments.
  • Internal mobility, career pathways, and cross-functional deployment.
  • Skills-based performance management and development planning.
  • Succession planning based on critical capabilities and transferable skills.
  • Designing targeted upskilling and reskilling programmes.
  • Aligning learning pathways with skills gaps and business priorities.
  • Employee engagement, career ownership, and skills development incentives.
  • Promoting fairness, transparency, and inclusion in skills-based talent decisions.
  • Practical Application: Design a skills-based talent development plan for a selected department, incorporating capability gaps, learning pathways, internal mobility opportunities, and measurable development objectives.
Day 4

Skills Intelligence, Workforce Analytics & Digital Enablement

  • Principles of skills intelligence and workforce capability analysis.
  • Using workforce data to understand current skills supply and future demand.
  • Workforce planning through skills gap analysis and scenario modelling.
  • Digital skills platforms and skills management systems.
  • AI-enabled skills inference, matching, and talent recommendations.
  • Skills-based talent marketplaces and opportunity matching.
  • Developing dashboards for skills availability, proficiency, and development progress.
  • Data privacy, governance, transparency, and responsible use of AI in workforce decisions.
  • Evaluating the effectiveness, reliability, and limitations of skills technologies.
  • Integrating skills data with human resource information systems and learning platforms.
  • Practical Application: Develop a workforce skills dashboard concept that tracks skills availability, proficiency gaps, priority capabilities, development progress, and internal talent deployment opportunities.
Day 5

Implementation Roadmap, Governance & Measuring Organisational Impact

  • Establishing the target operating model for a skills-based organisation.
  • Defining transformation phases, implementation priorities, and resource requirements.
  • Assigning governance responsibilities and establishing cross-functional ownership.
  • Developing stakeholder engagement and change management plans.
  • Piloting skills-based practices within selected departments or business units.
  • Establishing key performance indicators and success measures.
  • Measuring internal mobility, skills development, workforce flexibility, and capability coverage.
  • Evaluating business outcomes and return on workforce development investments.
  • Addressing implementation barriers and maintaining organisational adoption.
  • Establishing continuous improvement and long-term sustainability mechanisms.
  • Final Workshop: Develop and present an integrated implementation roadmap for a skills-based organisation, covering the skills taxonomy, workforce assessment, talent management integration, digital enablement, governance, stakeholder engagement, performance indicators, implementation milestones, and continuous improvement priorities.

Upcoming Dates

Selected date

London · 21 – 25 Jun 2027 · Classroom

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DohaScheduled
2 – 6 Nov 2026€4,400—
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DubaiScheduled
8 – 12 Nov 2026€4,400—
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BakuScheduled
9 – 13 Nov 2026€4,800—
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FrankfurtScheduled
16 – 20 Nov 2026€5,800—
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GenevaScheduled
23 – 27 Nov 2026€6,300€5,670until 2 Nov
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BangkokScheduled
23 – 27 Nov 2026€6,100€5,490until 2 Nov
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IstanbulScheduled
30 Nov – 4 Dec 2026€4,700€4,230until 9 Nov
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JeddahScheduled
6 – 10 Dec 2026€4,200€3,780until 16 Nov
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Kuala LumpurScheduled
7 – 11 Dec 2026€4,400€3,960until 16 Nov
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LisbonScheduled
14 – 18 Dec 2026€5,400€4,860until 23 Nov
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BeirutScheduled
20 – 24 Dec 2026€4,000€3,600until 30 Nov
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LondonScheduled
21 – 25 Dec 2026€5,600€5,040until 30 Nov
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MadinahScheduled
28 Dec 2026 – 1 Jan 2027€4,200€3,780until 7 Dec
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MadridScheduled
4 – 8 Jan 2027€5,400€4,860until 14 Dec
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BerlinScheduled
4 – 8 Jan 2027€5,800€5,220until 14 Dec
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MakkahScheduled
11 – 15 Jan 2027€4,200€3,780until 21 Dec
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ManamaScheduled
11 – 15 Jan 2027€4,700€4,230until 21 Dec
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MarbellaScheduled
18 – 22 Jan 2027€5,400€4,860until 28 Dec
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CairoScheduled
24 – 28 Jan 2027€3,300€2,970until 4 Jan
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MilanScheduled
25 – 29 Jan 2027€6,000€5,400until 4 Jan
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MunichScheduled
1 – 5 Feb 2027€5,400€4,860until 11 Jan
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MuscatScheduled
8 – 12 Feb 2027€5,300€4,770until 18 Jan
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OnlineScheduled
14 – 18 Feb 2027€1,700€1,530until 25 Jan
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Cape TownScheduled
15 – 19 Feb 2027€5,100€4,590until 25 Jan
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ParisScheduled
22 – 26 Feb 2027€5,700€5,130until 1 Feb
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RiyadhScheduled
1 – 5 Mar 2027€4,200€3,780until 8 Feb
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RomeScheduled
1 – 5 Mar 2027€5,800€5,220until 8 Feb
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Sharm El-SheikhScheduled
8 – 12 Mar 2027€4,300€3,870until 15 Feb
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CasablancaScheduled
8 – 12 Mar 2027€4,300€3,870until 15 Feb
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SingaporeScheduled
15 – 19 Mar 2027€6,700€6,030until 22 Feb
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LondonScheduled
21 – 25 Jun 2027€5,600€5,040until 31 May
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