The TechWolf mission and vision

Towards data-driven talent management

Tangible & Intangible assets

The value of intangible assets

Over the last few decades, the balance between tangible and intangible assets in large organisations has shifted completely: while value used to be concentrated in land, machinery and inventory, value today mostly consists of intellectual property, knowledge and a highly trained workforce. At the same time, managing knowledge and talent has become ever-more complex, raising the question: “What’s the next step in talent management?”

Complexity of skill set

Complexity of the skill set

Adapting to the increasing pace of change and innovations, organisations are moving past fixed structures towards more agile ways of working - instead of having a single predetermined function, employees work in various roles, as a part of cross-functional teams. Meanwhile, automation is actively disrupting the job market, impacting or displacing at least 30% of all jobs by 2030. As a consequence, the average skill set of workers is quickly gaining complexity.

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HR's uphill battle

With both organisations and individual roles being more intricate than ever, HR departments face an uphill battle to future-proof the skillset of the organisation. Despite large-scale efforts to move towards the future of work, many fail to realise that this process of change is now continuous, rather than distinct waves of innovation to be reacted to separately. There are many examples of companies failing to adapt in time - this often results in mass job loss, enormous write-offs and a serious hit to the company image.

TechWolf’s mission is to help organisations handle the challenge of future-proofing themselves, so everybody involved wins.

  1. 1

    We empower every individual

    TechWolf encourages employees to stay relevant within their organisation by helping set and achieve suitable career goals for them.

  2. 2

    We enable your HR department

    TechWolf provides the tools HR professionals need to make data-driven people decisions so they contribute to an organisation's strategy in an effective way.

  3. 3

    We boost your business

    TechWolf helps organisations win. On the one hand, managing your human capital effectively saves you tons of money. On the other hand, employee development and happiness facilitate a positive image towards the world.

Towards data-driven talent management

The TechWolf Manifesto

Towards data-driven talent management

TechWolf believes that in order to realise a data-driven talent management strategy, organisations must succeed at four crucial steps to get there.

Four crucial steps

1. Automatic Skill Tracking

The first step towards data-driven talent management is activating the data you already have. Throughout their working day, employees interact with a multitude of systems, creating a continuous stream of data points. Manual skill surveys don’t even come close to fulfilling the need for accurate, continuous awareness of your in-house skills: even when these surveys are filled properly by employees, their results lose relevance within weeks. With automatic skill tracking, your organisation can meet the essential baseline for any plan: knowing where you are today.

2. Strategic Workforce Intelligence

With awareness of your in-house skills achieved through automatic skill tracking, the next step is to see this information in relation to your surroundings: how is your organisation positioned and moving compared to the competition, or even the labour market in general? By combining your internal data with a labour market view, you can estimate the impact of the processes that determine your workforce of tomorrow: hiring, upskilling, attrition, ageing... Move towards Strategic Workforce Intelligence to quantitatively determine your skills roadmap.

3. Skills in HR Operations

Crucial information is lost in translation between different parts of HR operations - often, this can be avoided with a shared language: skills. A shared skills framework allows you to keep a clear overview and make better HR and people decisions. Looking for a topic expert, aiming to upskill someone or trying to improve internal mobility? Skills are your way to go.

4. Data-driven Talent Management

With skills as an aspect of both your strategic and operational process, the final step is to close the loop: analyse, plan and execute your skills roadmap based on data rather than instinct. Don’t just aim and shoot - evaluate your progress continuously and adapt to changing conditions. Data-driven talent management allows you to see your blind spots and proactively push towards the skills your organisation needs to win.