Overview

Talent leaders are shifting to skills-based organizations but face challenges transitioning from a jobs-based approach. Traditional systems don't support skills-based strategies, making it hard to track and analyze data effectively. This leads to:

• Identifying and developing talent: Without clear skills requirements, finding and nurturing the right talent is tough.
• Resource inefficiency: Time and resources may be wasted on roles misaligned with strategic goals.
• Inability to adapt: As skills needs evolve, organizations may struggle to keep their workforce current.

Roles Design supports organizations at any stage of their skills transformation, providing a current, market-aligned skills-based role architecture. Developed by Eightfold, it uses AI to align individuals with suitable roles, bridging talent frameworks and market needs.

It is a new, people-centric approach to developing and deploying skills. It enables organizations to:

• Integrate talent insights with planning: Compare internal and external skills on a unified platform to match talent with roles.
• Gain a comprehensive talent view: Combine internal and external data for a complete skills, performance, and market picture.
• Adapt dynamically with AI: Use AI to identify skills gaps and opportunities, keeping frameworks current.
• Future Readiness: Insights that assist organizations to get future-ready.

Comprised of two essential modules, Roles Design offers comprehensive solutions tailored to meet the multifaceted needs of modern HR operations and talent management:

Role library

Roles Design's talent operations empowers HR teams and hiring managers to meticulously craft, define, update, and maintain organizational roles with ease and precision. Each role within the role library is defined as a collection of skills, education, work experience and more. By centralizing role definitions, organizations ensure consistency and coherence across all talent-related endeavors. These roles seamlessly integrate with both TA processes and employee management use-cases, thereby elevating all talent-related decisions with standardized role definitions.

Role library and job architecture

Role library stores customer-defined roles and enables the creation, calibration, and maintenance of these roles along with their associated skills. It doesn't support comprehensive job architecture functionalities.

Job architecture supports a parent-child relationship between job families and roles. In this system, a job family is a separate entity from individual roles. It includes more information like the creator, when it was created, and skills that are directly linked to the job family. This relationship between the job family and roles allows HRIS systems to move skill data from the job family to related roles. This ensures that skills are the same across related positions.

Key Differences:

• Role library:

  • Doesn't allow the creation of new job families as independent entities.
  • Doesn't support skills at the job family level, so it doesn't provide insights related to the job family itself.
  • Doesn't facilitate the propagation of skills from job families to roles.

• Job architecture:

  • Manages the parent-child relationship, allowing job families to serve as a framework for the roles within them.
  • Supports metadata for job families, including creation history and direct skill associations.
  • Enables the propagation of skills from job families down to roles in an HRIS system.

Key features

This section describes key features of Roles Design.

Role calibration

The role library allows users to create and calibrate roles for their organization, which includes skills, proficiencies, and other elements.

Updating skill taxonomy

The calibration assistant helps users in refining their role requirements.

• The calibration from ‘Roles in Global Dataset’ can be re-used while calibrating a new role.
• Assists in highlighting the ‘Top rising skills’ from AI recommendations to keep roles updated
• Displays related titles/positions that can further help in calibration

Role comparison

Role comparison in Roles Design streamlines skill and proficiency alignment across different job levels within a job family, simplifying the time-consuming process and enhancing organizational efficiency. To know more about this feature, read Role comparison.

Benefits

Roles Design helps organizations to:

• Manage skills with AI: Continuously improve skills data with AI recommendations.
• Benchmark skills for future readiness: Identify and fill future skills gaps, aligning with goals.
• Optimize operations: Maintain a consistent role and skills library for accurate recommendations.

Enhanced position calibration: By utilizing the role library within TA, organizations can effortlessly calibrate their open positions. Through the creation and definition of roles and calibration templates, users can seamlessly associate roles with open positions. This integration ensures that positions inherit the properties of centrally defined roles, promoting standardized and effective hiring practices.

To know more about calibration, read the articles available in the help center.

Utilization of organizational skill-sets: With the skill-set of organizational roles defined in the role library, users can leverage these skill-sets for variousTM use-cases. These include skill-gap measurement, succession planning, career paths, and more. By tapping into the comprehensive skill-set data stored within Roles Design, organizations can make informed talent management decisions to drive workforce efficiency and effectiveness.

Talent Acquisition

• AI-based candidate profile matching using their skills, experience, and potential is calibrated in roles
• Calibrates relevant roles for any new requisition with AI recommended requirements that can be applied to any position
• Improves quality and quantity of leads with auto-calibrated positions

Talent Management

• Closes skill gaps and improves employee mobility with personalized development plans
• Includes manager and self-assess skills and proficiencies based on role to enable upskilling
• Identifies internal successors with AI-powered matching algorithms, using the roles as the benchmark