The 6B Method: How to Bridge Workforce and Skills Gaps with SWP

Introduction

Once workforce and skills gaps have been identified through Strategic Workforce Planning (SWP), it is crucial to implement an effective strategy to address them. The 6B method provides a structured approach to align HR actions with future business needs.

In this article, we explore how to apply this method to optimize talent management and ensure better adaptability to labor market changes.

1. Build: Developing Internal Skills

The first lever involves training and developing existing employees to meet future requirements.

Key Actions:

• Implement training programs and skill-building initiatives.
• Encourage mentorship and internal coaching.
• Promote continuous learning through e-learning platforms.

Ideal for companies looking to strengthen internal talent without extensive recruitment.

2. Buy: Recruiting New Talent

When certain skills are not available internally, companies need to turn to external recruitment.

Key Actions:

• Define an effective talent sourcing strategy (job boards, recruitment agencies, social networks).
• Enhance employer branding to attract top talent.
• Streamline hiring processes to quickly fill critical roles.

A proactive hiring strategy prevents skill shortages in key areas.

3. Borrow: Leveraging External Expertise Temporarily

The Borrow option helps address temporary skill shortages through external solutions.

Key Actions:

• Work with freelancers and specialized consultants.
• Outsource certain strategic functions to third-party providers.
• Use temporary contracts or project-based assignments for peak workloads.

Ideal for companies with fluctuating workforce needs.

4. Bridge: Facilitating Internal Mobility

Developing talent isn’t just about training—it also requires enhancing internal mobility.

Key Actions:

• Establish career transition and reskilling programs.
• Encourage employees to explore new roles within the company.
• Create job pathways to facilitate cross-functional skill application.

A long-term approach that optimizes existing workforce utilization.

5. Bounce: Managing Departures and Organizational Changes

Sometimes, adapting to future workforce needs involves proactively managing departures.

Key Actions:

• Identify obsolete roles and support transitions.
• Offer voluntary departure programs in case of workforce surplus.
• Assist employees with external career transitions.

A human-centric approach ensures smooth workforce adjustments.

6. Bind: Enhancing Employee Retention

One of the biggest challenges in SWP is retaining key talent to prevent skill gaps.

Key Actions:

• Improve employee experience to boost engagement.
• Provide attractive career paths and development opportunities.
• Offer competitive compensation and benefits policies.

A critical lever for maintaining a stable workforce and reducing turnover.

Conclusion

The 6B method is a comprehensive approach to bridging workforce and skills gaps identified in SWP. By combining training, recruitment, mobility, outsourcing, and retention strategies, businesses can ensure they have the right skills at the right time.

Find out how Albert can help you structure your SWP with the 6B method thanks to the SWP Cookbook

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