Amongst the fish and whales of the Georgia Aquarium, the next step in our company’s evolution finally came to fruition. SkillCycle has been fully operational for a week, and we’re already hearing excitement, curiosity, and even a little skepticism. “Sounds too good to be true” was a familiar refrain we heard at FDO Atlanta, our official launch party. But it’s true. We really have built a performance management system, complete with company and individual goal setting, 360 reviews, and an organizational performance dashboard, around our proven and effective learning experience platform. Why is that last part so important? Because leading with learning instead of leading with people\ management puts the employee at the center of the employee experience. Imagine that — an employee experience that starts with the employee! It sounds so obvious that we thought there’d be many solutions out there that do the same thing.
There aren’t any. None. Take a look. You might see some promises of learning and development features in a performance management tool. Still, dig deeper, and it’s the same stuff HR leaders are familiar with — outdated LMS or forced content matching bolted onto another Silicon Valley techbro creation hiding poor talent development practices behind consumer-grade UI. But what if you can have both development, performance management, and intuitive UI, all under the same hood?
There was no name for what we did. So we named it. Human Capital Development consolidates all of the disparate technology that HR teams herd daily and puts it all together. No more disconnected data in a learning platform and a performance management tool. No more spreadsheets of loose data that don’t connect.
Over the next month, I’ll introduce you to four pillars of Human Capital Development. My goal is not to sell you on SkillCycle, but to change how you evaluate success. For too long, HR leaders had no choice but to navigate a complicated tech stack that only popped out some data that was practically useless. It’s time to change that. It’s time to put people first. And it’s time to get you out of the business of wrangling useless data. It’s time to develop human capital before we manage it.