Undoubtedly any firm’s biggest asset is the employees. But no firm can afford an employee who constantly lacks skills. In such circumstances, the firm needs to analyse these gaps or else the company will find it really hard to thrive in a challenging economy.
Organising a skills gap analysis will help the firm to identify the key skills on which the firm is lacking. This will guide in employee development and hiring programs as well.
Steps to conduct a skills gap analysis:
An employer can conduct a skills gap analysis in two ways, either individually or collectively. if it’s done individually, an employer can easily identify the skills required for a job and compare it with an employee’s actual skill. On the other way, if this is done in a team, it can be identified whether the workers own the skills to take an upcoming project or if there rises a need to hire externally. HR should take initiative for skills gap analysis. He or she is to hold a meeting prior to the process. The meeting should explain the process. Hiring an external consultant for skills gap analysis will make the work more objective.
Identifying important skills
When it comes to skill gaps, some say it happens because of unrealistic expectations. To get clarified on what skills your company is in need of, ask these questions:
1. What skills do the employees need to perform well now and in future?
2. What skills should be there in a company as a whole?
Revise the company objectives, values and job descriptions. Make rough ideas on the skills which your firm may rely on the future for success. Conducting a survey in employees on the skills that they miss can also help. A five-point or three-point system in numerical rating scales is a more practical way by which assessment can be done.
Measure existing skills
Surveys, assessments, feedback from performance reviews, interviews can help in analysing skills. Softwares like Skills DB Pro and TrackStar are less time-consuming which will make it easy for a firm to analyse gaps.
To fill the skills gaps, there are two methods: training and hiring. HR or the employer should decide on which approach is best for the firm to fill gaps.SAP, Excel, employee mentorship programmes, online courses, events, certifications like Project Management Professionals and Professional Certified Marketer will help for training and thereby filling the skills gap.
Modifying the hiring process can help the company to fill the gaps. The hiring can include writing, reasoning and basic mathematical tests in this regard. A structured interview will reduce the chances of bias and focus on choosing a candidate as per the required post. Often some candidates who have skills which the firm isn’t looking for can put in to the growth of the organisation. To find promising candidates, sourcing techniques like Twitter can be used.