Previously, I made a post about a report from Degreed that sought to understand how workforce skill requirements are changing. The report organized skills information by country, industry, and job role to identify where skills are becoming more critical– and are most at-risk of becoming obsolete. As organizations seek to gain skill insights about their workforce, this follow-up Degreed article outlines a few ideas, including four sources of data that can be leveraged: 1) User data – reveals your people’s work experiences via learning profiles, resumes, third-party networking sites, human capital management (HCM) platform, and applicant tracking system (ATS), etc. 2) Content data – courses, videos, books, podcasts, or any other materials your people are using to learn, often pulled from a learning experience platform (LXP) or upskilling solution. 3) Activity data – covers your workers’ daily behaviors, such as logins, views, and completions. 4) Opportunity data – taps into the capabilities needed for projects, stretch assignments, gig work, and other internal career opportunities — the foundation for an internal talent marketplace. While there are AI-based platforms that draw from these and other data sources to infer skills about the workforce, HR practitioners can leverage any of these data elements to understand workforce skills; the resulting insights can help make informed talent decisions and investments that create business value.