Skills are a hot topic. But skills only matter when they help you solve a meaningful challenge.
For enterprise leaders navigating transformation—whether it’s rolling out agentic AI, automating legacy processes, or entering new markets—the pressure to reskill fast is real.
The upshot? Skill data isn’t just an HR metric. It’s a strategic asset.
That said, many organizations are flooded with skill data yet starved for action. That’s where Degreed Skills+ can make a big difference. It doesn’t just surface skills. It uses them to create positive outcomes.
Step No. 1: Pinpoint Skill Supply and Strategic Gaps
Let’s say your CEO is investing heavily in agentic artificial intelligence to accelerate your product roadmap. HR and L&D leaders must identify skill gaps, define a build-buy strategy, and upskill the right people—fast.
Degreed Skills+ is designed for interoperability, not isolation. Integrations with platforms like Workday, SAP, and 80+ content providers help you streamline—instead of complicate—your data landscape.
Skills+ brings clarity to chaos by ingesting taxonomies from across your ecosystem—for example your HRIS, LXP, LMS, or talent marketplace—and using AI to normalize everything. That means cleaning up duplicates, aligning synonyms, and even generating skill descriptions and skill level definitions to reflect how your organization talks about and measures growth.
You stay in control of your taxonomy. The AI suggests, but you approve.
This reduces manual maintenance, increases reporting accuracy, and empowers IT and HR teams to move from data cleanup to strategic planning.
The result is high-fidelity skill data that reveals your true skill supply, pinpoints critical gaps, and gives you the visibility to align learning and talent development to workforce planning.
Step No. 2: Personalize Development at Scale
Once the gaps are clear, the next step is putting learning into action.
Degreed Skills+ powers highly personalized development across Degreed Learning. How? Because skills are embedded into the fabric of the platform. Search results, mentors, recommended experiences and more are tailored to each employee’s skill profile.
You can also create targeted Plans—on topics like “AI Fundamentals” or “Responsible Data Practices”—so employees know exactly what the organization wants them to learn.
Degreed Automations—rules-based workflows designed to help the business deliver training, updates, and nudges at key employee moments—ensure essential content is assigned and followed up with nudges.
And Degreed Maestro, our AI purpose-built for learning, instantly generates custom Pathways based on employees’ unique goals, roles, or gaps—making learning feel personal and purposeful.
This isn’t just about consumption. It’s also about alignment—between business needs and individual growth.
Step No. 3: Measure Skill Growth and Prove Impact
Once the learning is in motion, how do you prove it’s working?
Degreed offers multiple ways to validate skill growth including AI-driven skill reviews, manager feedback, and robust analytics dashboards that help you compare current skill levels to skill levels before learning, so leaders get a live view of progress.
This closes the loop between strategy and execution—and gives you the confidence to report back to the business with real metrics, not just anecdotes.
From Complexity to Confidence
What once felt like a massive, messy problem is now a structured, data-driven process.
Degreed gives your people:
- A clear view of what skills they have and need.
- Personalized development aligned to business goals.
- Real, measurable progress in areas that matter.
Skills+ helps advance workforce development into something that’s not just efficient, but also strategic, approachable, and effective.
Find out more.
Let’s chat about how Degreed Skills+ can help you develop the skills your workforce needs next.
