Deconstructing Work
In a skills-based organization, candidates are evaluated on their skills and competencies instead of professional titles, previous experience and educational degrees. This approach can also be a path to building more equitable workforce plans. By focusing on the skills of the candidate over credentials and degrees, companies widen their talent pools and open doors to people who may have the skills but not the resources to be chosen by more traditional ways of thinking.
Role deconstruction is the process of analyzing a job role into its component tasks and required skills, and determining the level of proficiency required and importance of each skill to perform well within the role.
By breaking down a job role into skills, role deconstruction can help create a more accurate and comprehensive picture of the skills needed for a job, and how they match with the skills available in the workforce. This can help design more effective and targeted recruitment, selection and assessment processes based on the skills that are most relevant for the job.
Role deconstruction can also help increase the flexibility and mobility of talent within an organization because it better positions employees to switch or rotate roles based on their skills and interests, rather than their job titles or seniority. By shifting the focus to skills rather than experience, it can help broaden the talent pool within the workforce to better find the right person to complete the task. Additionally, role deconstruction can help identify tasks that can be automated or outsourced, and free up time and resources for more value-added activities.
Finally, role deconstruction can help enhance diversity and inclusion within the workforce by reducing the potential bias and barriers that may arise from traditional job descriptions and qualifications.
