Preparing For The Digital Future

To help your business thrive and stay competitive, it’s important you prepare for the digital future, by having the right people in the right place with the right skills and competencies

Talent management is identified as vital to the success of a business. IT workforce planning is intrinsic to coping with tough economic, and rapidly changing conditions, both in the short and medium term, as well as preparing for the digital future.

Preparing for the digital future involves not only ensuring that an organisation has the right number of people in the right positions at the right time, but also ensuring that the right experience and skills sets reside within the organisation. In addition, the right talent will need to continue to be recruited, developed, and retained.

Step One

Identify the skills your business needs.

Based on the organisations strategic objectives, and considering both current and future needs, plan and map the skills that are going to be required to improve both existing and planned processes and projects.

  • Identify the roles required

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  • Identify the skills required for the roles
  • Identify how the roles combine to form Job Roles/Descriptions

Step Two

Identify the existing skills and competencies in your business.

Understanding the organisations current talent base is critical. You will need to assess the skills and competencies of the staff in order to understand exactly what skills your staff already have. You may be surprised to find people have talents you were unaware of.

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Skills and Competency assessments can provide a benchmark in order to measure and understand and where your employees are before beginning any professional development initiatives. This will then allow you to assess them again during a training & development program to measure the performance of the program.

Step Three

Identify the gaps between existing skills and the skills your business needs.

A skills gap could be defined as a significant gap between an organisation’s competency needs and its current workforce capabilities. When this gap becomes too wide,


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the organisation will no longer be able to grow and remain competitive, because they will not have the right skills that can help drive business results and support the organisation’s strategies and goals.

Step Four

Create your business training and recruitment plan

Take a strategic approach to learning and development. This can help reduce training budgets without detrimentally affecting the people and skill sets required. You’ll need to invest in training & development and recruitment to help achieve your business goals. In order to be the best company out there, you will need to provide a continual training regime to support your initiatives.


  • Business objectives and priorities
  • How your skill gaps can be best filled? (training, mentoring and recruitment)
  • The costs and time you are willing to invest in skilling up your business
  • The type of training required
  • The training the current staff are actually interested in
  • The availability of the training


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Organisations will also need to have a pipeline of talent in preparation for improvements in performance to ensure that they are able to take full advantage of any upturn and therefore not be left behind.

Step Five

Performance Management and Reward

Performance management is key in developing the employee’s understanding of the changing organisational priorities by ensuring that these are met. The organisation should provide a framework of performance and development reviews, learning and development, coaching, objectives and performance standards, plus measurement. And this should be a continual process, that makes it easy to modify and set clear objectives for individuals and teams, focused on the successful achievement of the organisation’s strategic objectives.


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In order to retain staff, a tailored reward approach is best, especially when personal economic circumstances prevail. Review your reward and benefits policy with a view to tailoring it more to particular individual circumstances through offering choices from a range of relevant benefits.

True Assessments Business Assessment Tools can help you to prepare for the digital future. Find out more about the Assessment Tools here