Suzhou, 215107,
China
Dsbj Technographics
Discover the latest software purchases and digital transformation initiatives being undertaken by Dsbj and its business and technology executives. Each quarter our research team identifies on-prem and cloud applications that are being used by the 23515 Dsbj employees from the public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources.
During our research, we have identified that Dsbj has purchased the following applications: JobKred Skills Intelligence for Skills Intelligence in 2023 and the related IT decision-makers and key stakeholders.
Our database provides customer insight and contextual information on which enterprise applications and software systems Dsbj is running and its propensity to invest more and deepen its relationship with JobKred or identify new suppliers as part of their overall Digital and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
We have been analyzing Dsbj revenues, which have grown to $5.20 billion in 2024, plus its IT budget and roadmap, cloud software purchases, aggregating massive amounts of data points that form the basis of our forecast assumptions for Dsbj intention to invest in emerging technologies such as AI, Machine Learning, IoT, Blockchain, Autonomous Database or in cloud-based ERP, HCM, CRM, EPM, Procurement or Treasury applications.
HCM
Vendor |
Previous System |
Application |
Category |
Market |
VAR/SI |
When |
Live |
Insight |
|---|---|---|---|---|---|---|---|---|
| JobKred | Legacy | JobKred Skills Intelligence | Skills Intelligence | HCM | n/a | 2023 | 2023 |
In 2023, Dsbj implemented JobKred Skills Intelligence to centralize skills definitions and embed skills-led career pathways within HR processes. JobKred Skills Intelligence, deployed as a Skills Intelligence solution, was configured to establish a single skills taxonomy and reusable competency constructs across the organization.
The implementation created a common skills library, behavioural indicators for competency calibration, and mapped career progression pathways tied to role profiles and development plans. Configuration work focused on role mapping, skills tagging, and pathway visualization to support talent development workflows operated by HR and talent development teams in Singapore.
Governance centered on standardizing skill definitions and integrating skills-led succession planning into routine development conversations and talent reviews. Since the rollout the company reports stronger employee engagement in development conversations and more consistent, skills-led succession planning.
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