{"id":61441,"date":"2021-02-03T20:15:46","date_gmt":"2021-02-03T20:15:46","guid":{"rendered":"https:\/\/explore.local\/2021\/02\/03\/getting-started-with-skill-data\/"},"modified":"2025-04-04T19:44:34","modified_gmt":"2025-04-04T19:44:34","slug":"getting-started-with-skill-data","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/es-419\/blog\/getting-started-with-skill-data\/","title":{"rendered":"Upskilling Your People: Getting Started with Skill Data"},"content":{"rendered":"\n<p>No matter how or why you\u2019re upskilling your people, there\u2019s a reliable way to make learning click: <a rel=\"noreferrer noopener\" href=\"https:\/\/degreed.com\/experience\/blog\/personalized-learning-the-data-deep-dive\/\" target=\"_blank\">make it relevant<\/a>. And one of the key ingredients to relevant learning is skill data.<\/p>\n\n\n\n<p>Familiarizing yourself with the concepts behind skill data doesn\u2019t have to be overwhelming. Understanding what it is, where it comes from, and how to get it can open up a world of new information to your organization.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Meeting and Exceeding Business Goals<\/h2>\n\n\n\n<p>Senior executives and CEOs want their teams to lead with advanced analytics, <a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/topics\/analytics\/insight-driven-organization.html\" target=\"_blank\" rel=\"noreferrer noopener\">according to Deloitte<\/a>. \u201cThe amount of data available to organizations every day continues to proliferate at a staggering volume\u2026 But not every organization is optimizing the opportunities available.\u201d<\/p>\n\n\n\n<p>In that same study, organizations that reported having the strongest cultural orientation to data-driven insights and decision-making were twice as likely to have reported exceeding business goals in the prior 12 months. Findings from the new Degreed report <a href=\"https:\/\/stateofskills.degreed.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">State of Skills 2021<\/a> show advanced data analytics rank among the top ten in-demand skills among HR professionals.<\/p>\n\n\n\n<p>With skill data, you can make informed decisions and support dynamic talent initiatives that personalize learning, engage your people, provide new career opportunities, and create real business value.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Skill Data Pulls Together Four Key Insights <br><\/h2>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>User data<\/strong> reveals your people\u2019s work experiences, sourced from places like their learning profiles, resumes, and third party networking sites. It\u2019s also data from a human capital management (HCM), an applicant tracking system (ATS), or similar applications.<br><\/li><li><strong>Content data <\/strong>includes the courses, videos, books, podcasts, or any other materials your people are using to learn, often pulled from a learning experience platform (LXP) or upskilling solution. It also includes information about your content providers, including which are popular or rarely used.&nbsp;<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Activity data<\/strong> covers the daily behaviors of your workers; things like logins, <a href=\"https:\/\/degreed.com\/experience\/blog\/how-degreed-brings-learning-into-the-flow-of-work\/\" target=\"_blank\" rel=\"noreferrer noopener\">browser searches<\/a>, views, and completions.&nbsp;<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Opportunity data <\/strong>taps into the capabilities needed for projects, stretch assignments, gig work, and other internal career opportunities \u2014 the foundation for an internal talent marketplace.<\/li><\/ul>\n\n\n\n<p>Put another way, <strong>skill data is the holistic measurement of what your people can do, <\/strong>often aligned<strong> <\/strong>with the work that your organization needs to get done.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Skill-Data-blog-2-21-1-1024x576.png\" alt=\"make skill data learning relevant\" class=\"wp-image-39255\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Designing for Relevancy<\/h2>\n\n\n\n<p>The creation and application of a skill data <a href=\"https:\/\/degreed.com\/experience\/blog\/shift-from-competency-model-to-skills-5-steps\/\" target=\"_blank\" rel=\"noreferrer noopener\">strategy<\/a> can be broken down into four key stages.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Collecting and generating data<\/strong>: Create a baseline of the skills your people have currently.<\/li><li><strong>Establishing a skill framework<\/strong>: Determine the critical skills for your organization and how they map to your people and learning resources.<\/li><li><strong>Exposing opportunities<\/strong>: Use skill data to create and share relevant learning and <a href=\"https:\/\/degreed.com\/experience\/blog\/skill-data-reducing-bias-in-career-opportunities\/\" target=\"_blank\" rel=\"noreferrer noopener\">career opportunities<\/a> with your people.<\/li><li><strong>Analyzing and refining<\/strong>: Clarify the supply and demand of skills in your organization and test the efficacy of your skill framework.<\/li><\/ul>\n\n\n\n<p>Creating and implementing a skill data strategy is cyclical. You can start where it makes the most sense for your team and organization. You don\u2019t necessarily even need to work all four stages (especially if it\u2019s slowing you down or inducing paralysis).<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Skill-Data-Blog-2-21-2-1024x443.png\" alt=\"skill data: a cyclical process\" class=\"wp-image-39256\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Collecting Skill Data<\/strong><\/h2>\n\n\n\n<p>Gathering whatever skill data already exists allows you to create an information baseline. Even if your company doesn\u2019t have any centralized skill information, it\u2019s possible that individual teams or departments do.<\/p>\n\n\n\n<p>If you\u2019re pulling information from an HCM system, ATS, or other applications that aren\u2019t integrated, it can be difficult and take a lot of time to get a full picture. You\u2019ll probably find yourself managing data with spreadsheets. Another way that\u2019s more comprehensive and less labor-intensive is using purpose-built technology that fixes the problem of fragmented and ever-evolving data sets. You can use a platform like Degreed that <a href=\"https:\/\/degreed.com\/experience\/blog\/differences-between-hcm-lms-lxp\/\" target=\"_blank\" rel=\"noreferrer noopener\">integrates with HR technologies<\/a> and continuously collects new skill data from your workforce.<\/p>\n\n\n\n<p>If you&#8217;re using Degreed, you can run some internal promotional campaigns and ask your people to rate their skills, creating an instant flood of data. New-hire onboarding is another great opportunity to capture this information.&nbsp;<\/p>\n\n\n\n<p>Through all of this, it\u2019s good to think about what\u2019s driving your people to share their skill data. Do they want recommendations for learning? Do they want to prepare for their next career steps? Understanding these drivers can help shape your outreach and <a href=\"https:\/\/degreed.com\/experience\/blog\/lxp-motivate-learning-increase-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\">increase engagement<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Skill-Data-Blog-2-21-3-1024x443.png\" alt=\"skill data a cyclical process\" class=\"wp-image-39258\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Establishing a Skill Framework<\/h2>\n\n\n\n<p>A skill framework, sometimes called a taxonomy, is a classification of skill names, descriptions, and how skills map to each other and to roles across your organization.&nbsp;<\/p>\n\n\n\n<p>When companies start to establish a framework, two things are typically happening. Some focus on a subset of skills relevant across the organization that they care most about. Others use a centralized team to reach out to all business units, asking each to identify the skills for its people.<\/p>\n\n\n\n<p>In addition, you can look at your organization\u2019s role plans and select the skills that they reference. You can put these skills in your framework; they\u2019ll help your people understand what\u2019s relevant to their jobs and internal career opportunities.<\/p>\n\n\n\n<p>Remember that your skill framework can evolve over time. It&#8217;s actually intended to do so, as new skills emerge and others go away.&nbsp;<\/p>\n\n\n\n<p>Degreed provides a base framework of 2,400 common skills. If you\u2019re a Degreed customer, consider starting with ours and growing yours from there. If you already have a framework, you can import it into Degreed. Either way, you can look at what skills people are adding to Degreed on their own and decide whether to include those in your framework. Our optional machine learning models can also help customize your framework over time.<br><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Skill-Data-Blog-2-21-4-1024x443.png\" alt=\"Your skill framework can evolve over time as new skills emerge and others go away.\" class=\"wp-image-39259\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Exposing Opportunities<\/h2>\n\n\n\n<p>If you\u2019re starting here, it\u2019s probably because you\u2019re eager to share internal career or learning opportunities like stretch assignments with your people. If so, it helps to first correlate those opportunities with the skills that they require. This is a higher priority than identifying which <em>people<\/em> have the requisite skills. Once people can see which skills they need to qualify for an opportunity, they can usually decide for themselves if their capabilities are a good match.&nbsp;<\/p>\n\n\n\n<p>That said, proactively matching people to opportunities <em>is<\/em> important. Career mobility becomes more effective when it\u2019s encouraged by managers. And that requires visibility into people\u2019s capabilities, so you can offer guidance and connect them to relevant opportunities.&nbsp;<\/p>\n\n\n\n<p>Exposing opportunities works best with a <a href=\"https:\/\/degreed.com\/experience\/blog\/whats-the-difference-between-degreed-see-for-yourself\/\" target=\"_blank\" rel=\"noreferrer noopener\">purpose-built solution <\/a>that connects your people to opportunities based on their skills.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Analyzing and Refining Skill Data<\/h2>\n\n\n\n<p>If you&#8217;re starting here, you\u2019ve probably got some existing skill data. Taking a look at it can give you a preliminary understanding of the state of skills across your organization.&nbsp; <\/p>\n\n\n\n<p>By analyzing data on a team or line of business, you can ask its leaders if what you\u2019re seeing is what they expected. You can find skill gaps and use that information to build new learning strategies. In other words, you can figure out if your skill framework is effective and how it might need to change.<br><br>You also can identify areas where you want to collect even more skill data. When you make a plan to lean in and get more data, you\u2019re setting yourself up to answer tomorrow the questions you can&#8217;t answer today.<br><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Skill-Data-Blog-2-21-5-1024x443.png\" alt=\"Check in with team leaders to check if what you're seeing in the skill data is what they expected.\" class=\"wp-image-39260\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Go Fast or Go Slow, But Don\u2019t Go It Alone<\/h2>\n\n\n\n<p>Getting started with skill data is all about just that \u2014&nbsp;starting.&nbsp;<\/p>\n\n\n\n<p>Partnering and brainstorming with another person or team can help you navigate each stage of the process.<\/p>\n\n\n\n<p>And we\u2019re here to help too. Degreed is built largely on skill data, a unique ability to measure and track skill development over time by weaving the whole process into the one thing people value most: their career growth. And we use that real-time data on people\u2019s skills to automatically match people to relevant opportunities. We do this in two key ways: matching for employees\u2019 existing skill expertise and for areas in which they want to grow new skills. In addition, Degreed engages workers day in and out, constantly generating information that\u2019s used to influence opportunity matching.<\/p>\n\n\n\n<p><a rel=\"noreferrer noopener\" href=\"https:\/\/degreed.com\/experience\/request-demo\" target=\"_blank\">Contact Degreed<\/a> to discuss skill data with us in more detail. And to learn more, download our new guide, <a rel=\"noreferrer noopener\" href=\"https:\/\/get.degreed.com\/skill-data-handbook?utm_source=ORGD-OSE-Degreed-DSA-DOC-skilldatahandbook-Blog%20-3_2021\" target=\"_blank\">The Ultimate Skill Data Handbook<\/a>, today!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/get.degreed.com\/skill-data-handbook?utm_source=ORGD-OSE-Degreed-DSA-DOC-skilldatahandbook-Blog%20-3_2021\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/blog-cta-1.png\" alt=\"\" class=\"wp-image-34163\"\/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>No matter how or why you\u2019re upskilling your people, there\u2019s a reliable way to make learning click: make it relevant. And one of the key ingredients to relevant learning is skill data. Familiarizing yourself with the concepts behind skill data doesn\u2019t have to be overwhelming. Understanding what it is, where it comes from, and how [&hellip;]<\/p>\n","protected":false},"author":84,"featured_media":61449,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[637],"tags":[778,843],"post_folder":[],"class_list":["post-61441","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-skills-talent-mobility","tag-skill-data","tag-upskilling-pt-br"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Upskilling Your People: Getting Started with Skill Data - Degreed<\/title>\n<meta name=\"description\" content=\"With skill data, you can support talent initiatives that personalize learning, engage your people, and create real business value.\" \/>\n<meta name=\"robots\" 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