Implementation
Highlights of the Skills Task Force’s work include:
Talent Acquisition-Leveraging a skills-based hiring strategy
We’ve transitioned to skills-based hiring as it enables our diversity strategy. Rather than hiring based on education, we’re now hiring for all but a few non-specialized roles based on the skills needed to perform the role. In doing so, all candidates are considered equally as long as they can perform the duties of the job. (Note: There will always be a handful of specialized roles that require educational backing, but these are more the exception than the norm.)
Enterprise Learning-Standardizing upskilling for better leadership development
We have created a leadership development framework – called the 4Qs – that allows for common language for assessing leadership skills across the enterprise to better support the upskilling of our senior management team. The 4Qs are:
- AQ – Adaptability Quotient
- EQ – Emotional Quotient
- IQ – Intelligence Quotient
- TQ – Technology Quotient
Each quotient has skills that ladder to each of them. To support the development of our leaders, we have also partnered with and implemented LinkedIn Learning, curated content and built out skills development learning modules. We are also scaling up a high potential leadership development program has been piloted and is now being built for scale across the enterprise, which is mapped to the common language.
In partnership with our Government Affairs team, we’ve started to engage with the office of Secretary Raimondo and the U.S. Department of Commerce to better understand how Best Buy can help impact or influence upskilling and reskilling of employees at a broader level. We will continue this dialogue to understand how the skills work at Best Buy can help impact or influence other businesses, non-profit organizations, etc.
Talent Management
Leadership skills have been incorporated into the talent management process. The first is a part of our talent conversations, starting with our officer population. Each officer, in partnership with their leader, is asked to identify strengths and opportunity skills under each of the 4Qs. This allows us to understand where additional leadership development support is needed, while also leveraging the strengths of our leaders by incorporated them into development programs for up-and-coming leaders. These skill strengths and opportunities, in combination with feedback from the talent planning session, help feed their development plans.
Utilizing technology to create more career pathways
We have identified an artificial intelligence (AI) platform that allows us to develop a workforce plan and create learning and career paths.