What sets SkillCycle apart from its competitors? What transformation does it bring to the industry?

The most significant changes happening in small business organizations draws on three things:

1) the inability to scale people through learning to meet the needs of the organization;

2) the lack of resources in people development and retaining versus recruiting;

3) and the lack of People Tech tools that actually help People Leaders and their actual people connect feedback, roles, goals and all the cycles of employee learning and development.

We created SkillCycle as a solution to help close the Skills Gap through personalized learning and development that connects performance, engagement, goals, roles with all cycles of an employee’s career journey. SkillCycle is not a middleman marketing to people to utilize tuition reimbursement, nor is it an HR tether system that creates features to connect all the mundane HR systems out there. And we are not some AI coaching company that leads with AI assumptions rather than actual, factual data about employees that depicts the ‘why’ and determines the learning and development path that aligns both with their own career goals and progression in addition to their role in the business goals and progression of the company. At SkillCycle, we offer a single hub ecosystem for learning that connects all facets of an employee’s role and career cycle and provide learning that connects to what people need and want with an actionable path and a plan, instead of a burden of systems, problems and nuances for HR professionals and business organizations.

You’ve been in the industry for quite some time, in all these years of service what has been the one aspect that you’ve always wished to change?

That would be a very long list, but at the top would be companies that live their values, create safe and supportive work environments and do not tolerate harassment or discrimination of any kind. CEOs who do not inhibit HR, but embrace all the value that can be provided to people and businesses to create better returns. Throughout my career, I learned to leverage and build off what was in my control and became interested in how HR tech systems could work to provide visibility into businesses by creating development plans within organizations to not only upskill people, but to empower more positive work experiences, create work life success and bring meaning and value that helps organizations thrive.

Read More @ https://hrtechcube.com/hrtech-interview-with-kristy-mccann-flynn/