Provide organizations with a flexible tool to not only to model their ideal employee but also offering the way to signal desires, expectations and career goals.

When asking the question "what skills will i need tomorrow", organizations must understand the core skills applied today, the emerging skills that are developing in their workforce and the future skills that will need to be leveraged tomorrow. Companies that want to go beyond their core skills insights can, develop a resilient and differentiated workforce for the challenges ahead.

Knowledge work, unlike industrial work does not rely on a series of repeatable tasks, rather it is reliant on challenges to address, and goals to achieve. How does work change if we all think of it as a portfolio of projects? Let's explore this topic

With changes to how we work, every organization needs to understand its people. Call it People Analytics, Talent Managemen, or Skill Management. From recruitment agencies to the internal HR departments, regardless of motivation, everyone is trying to find out more.

The skill profile of people in the LinkedIn Connected Car Group was surveyed to see what skills will be needed for the development of the connected car.

Capabilities are a key part of Cascading Choices. For professional services, skills are the key. Skill management should be central to strategic planning.

What motivates us to develop new skills and to apply them at work? Fear and greed come to mind, as does social pressure, but the most important thing is hope.

The critical risk in mergers & acquisitions is the people. Ibbaka gives you the critical insights you need to safely navigate this high-risk event.

Skill insight generally uncovers skill gaps. What actions can companies take? Shuffling, Skilling, Swapping.