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• Yazid Rasid

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Contents List of Figures About the Course About the Author Acknowledgements Preface Section I: Chapter 1: Chapter 2: Reading Notes Chapter 3: Section II: Chapter 4: Chapter 5: Chapter 6: Reading Notes Section III: Chapter 7: Chapter 8: Chapter 9: Chapter 10: Reading Notes Section IV: Chapter 11: Chapter 12: Reading Notes Chapter 13: Chapter 14: Extended Glossary Appendix 1: Peer Review Self-Assessment Appendix 2:

A Skill to Get Skilled What is Skills Management? Why Skills Management? Lessons from Business Strategy The Three Sources and Three Component Parts of Individual Skills Management Skills Management Framework The Quantified Self How to Operationalize Skills What Is Your T.S.S. (Total Skillset Score)? Meet Jafar, The Skills Manager Pro Skills Management in Action. Part One Scenario 1: Job Excellence Tangible Outcome: Skillset Summary Checklist Scenario 2: Job Enhancement Tangible Outcome: Selection Criteria Statement Skills Management in Action. Part Two Scenario 3: Job Diversification Tangible Outcome: How Jafar Can Make You S.M.A.R.T.E. R. What (We Think) You Have Learned Conclusion: What’s Next? Skills Management Certificate from Coursera

J.A.F.A.R., The Skills Manager Pro

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Reading Notes As we have mentioned before, Individual Skills Management utilizes many theories, concepts, and ideas that were originally developed by scholars and practitioners in other areas, such as Business Strategy, Career Development, and Human Resource Management. For example, one of the main ideas of this course is that to be effective personal strategy must be focused on achieving a competitive edge in the selection process. This idea is rooted in Porter’s (1979) view of strategy in which “The essence of strategy formulation is coping with competition”. We think that you may be interested in reviewing publications presented in the list of references and further readings below. Business strategy provides individual skills management with both a philosophical foundation and some usable models of competitor’s analysis and tools, such as conjoint analysis and the use of simulations (Lehmann & Winer, 2007). All you need to do is to switch from companies and characteristics of their goods and brands to observing best practices and analyzing mastery performances in your chosen job role. To analyze skills, you will probably need to develop a better understanding of skills in general. To do so, we recommend that you become familiar with three web-based sources on skills development referenced below (Burning Glass, O’Net, and The Balance). You will find more readings on competencies and skills in Module 3.

References and further reading Alsever, J. (May 19, 2017). How A.I. Is Changing Your Job Hunt? http://fortune.com/2017/05/19/ai-changing-jobs-hiring-recruiting. Accessed March 20, 2018. Ansoff, H. Igor (1979). Corporate Strategy. Hammondsworth, Eng.: Penguin Books. Lehmann, D.R., & Winer, R.S. (2007). Analysis for Marketing Planning. 7th ed. N.Y.: McGraw Hill Irwin. Porter, M. (1979). The Structure within Industries and Companies’ Performance. Review of Economics and Statistics, 61, pp. 214-227. https://www.burningglass.com/ https://www.onetonline.org/ https://www.thebalance.com/

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