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  • Writer's pictureKhurram Rana

How to conduct a skills gap analysis

A skills gap analysis is a process used to identify the difference between the skills and competencies that an organization needs and the skills currently possessed by its employees.

This analysis helps organizations understand their current and future talent needs and develop strategies to bridge the gap.


Here's how a skills gap analysis is typically done:


Define Job Roles and Competencies

Start by clearly defining the job roles and the specific competencies (knowledge, skills, and abilities) required for each role. These competencies should align with the organization's strategic goals and job requirements.


Conduct a Skills Inventory

Gather data on the existing skills and competencies of employees in each job role. This can be done through self-assessments, employee surveys, performance reviews, and feedback from managers.


Identify Future Skill Requirements

Anticipate the future skill requirements of each job role based on the organization's growth plans, changing industry trends, and emerging technologies. Consider how the job roles may evolve over time.


Compare Current Skills to Future Requirements

Compare the skills and competencies currently possessed by employees in each job role with the future skill requirements. This comparison will reveal any gaps between the two.


Prioritize Skills Gap

Prioritize the skills gaps based on their impact on the organization and the urgency of filling them. Some skills may be critical for the organization's success and need immediate attention, while others can be addressed in the longer term.


Develop Training and Development Plans

Create training and development plans to address the identified skills gaps. This may involve offering workshops, courses, certifications, on-the-job training, or mentoring programs to upskill or reskill employees.


Consider Hiring and Recruitment Strategies

Evaluate whether the organization needs to hire new employees with the required skills or consider recruiting from external sources to fill the identified gaps. This may be necessary for skills that are difficult to develop internally or require immediate availability.


Continuous Monitoring and Evaluation

The skills gap analysis is an ongoing process. Continuously monitor and evaluate the effectiveness of the training and development initiatives, as well as the progress in closing the skills gaps. Update the analysis periodically to adapt to changing business needs.


Lastly, thou most important in my opinion:


Collaborate with Managers and Employees

Involve managers and employees in the skills gap analysis process. Their input and feedback are crucial in understanding the challenges and opportunities related to skill development.


Always remember HR is a collaborative function. Not everything is about change management. HR must drive, however it is always a much smoother ride when everyone has a stake in the end result.

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Khurram Rana