Insights · Article
Turning jobs and roles into skills
Translate existing job profiles into specific skills. Start with an established framework and add what your work requires.
Start with the work people do
Pick an existing role and ask employees and managers which tasks matter most. Consider what is changing too. A project lead may increasingly need to coordinate dependencies across teams alongside managing their own schedule.
Choose a framework that fits your organisation
CompetentNL provides a Dutch skills vocabulary. ESCO provides a European classification of occupations and skills. For roles in the Dutch central government, the Functiegebouw Rijk provides a starting point. KWIV adds profiles for information management.
Describe what someone needs to do
For example, turn ‘leads projects’ into three skills you can recognise at work. The person builds a schedule that shows dependencies, agrees priorities with the teams involved and raises risks before they cause delays. For each skill, specify what the person needs to do independently and what they can learn in the role.
Check the profile against real work
Review the description with the people who do the work. Do different teams use the same words for the same skill? Is anything essential missing? Adapt the framework where needed. A short, reviewed profile gives you enough to discuss who could take on the work and what development would help.
Read also · What skills do your employees really have?
Based on a LinkedIn post by Mark van der Lippe.
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