Skills Gap Analysis

A skills gap analysis is a process conducted by an organisation to determine the current skills in the workplace, the gaps (in terms of what is lacking) and how these gaps should be addressed. Each organisation has goals to achieve. To attain these goals the organisation must have specific skills that are developed from training, development and mentorship programmes.

Skills gap analysis can be conducted on two levels i.e., organisational/department level and the individual level. An organisational/department skills analysis is conducted at an organisational level and involves analysing the overall organisational goals, mission and vision. At this level, the employee’s current skill set is examined closely and compared to organisational goals. This process assists in determining the specific skills required by the organisation, closing the existing gaps and aligning individual goals to organisational goals.

When organisations are faced with a crisis or challenge it is crucial for a skills gap analysis to be conducted. Implementing new processes, introducing new technologies, expansion, upgrades and change are other examples of when a skills gap analysis should occur.

At an individual level, skills gap analysis is conducted by identifying current skills versus required skills to complete a job function. This process should be identified by the Team Leader/Line Manager. Such information is gathered from performance management tools, succession planning, workplace skills plan, employee surveys etc. This process also allows organisations to plan training for the upcoming year making it easier to schedule and rollout training.

Conducting a skills gap analysis is time-consuming. Therefore, it should be done correctly. This process also contributes to improving the overall performance of departments and individuals.

Dr. Prishana Datadin

Human Resources Manager

Source:

https://www.employeeconnect.com/blog/conducting-a-skills-gap-analysis