A skills gap analysis is an exercise undertaken to identify the skills that an employee needs, but may be lacking in carrying out his or her job or to perform certain tasks effectively. The first step in performing an analysis is to identify all the skills required by an individual to carry out his or her work. This will make it possible to identify the critical and non-critical skills needed to carry out the particular role effectively.
Report by Paul Nyausaru
A critical skill is one that is required to complete a task successfully. Non-critical skills enable a task to be completed more quickly or efficiently, or at less cost than would otherwise be the case. There is a relatively simple method for determining whether a skill is critical or noncritical. Quite simply, if an employee lacks a skill, but completes a task satisfactorily, the skill is non-critical. On the other hand, if a person completes a task, but the outcome is unsatisfactory, the missing skill is critical.
By applying skills gap analysis across the organisation, it is possible to find out which skill and knowledge shortfalls there are in an organisation. It is then possible to target training resources on those necessary skills that require the most attention. This should result in the optimal use of resources in terms of improving the overall performance of the company.
For individuals, skills gap analysis can be used to produce personal development and training plans and support appraisals. It can also be used to bolster morale by showing how they have progressed over time.
For a department, skills gap analysis can be used to identify which staff members have most knowledge of particular aspects of the organisation as well as those with skill gaps.
Keep Reading
- Chamisa under fire over US$120K donation
- Mavhunga puts DeMbare into Chibuku quarterfinals
- Pension funds bet on Cabora Bassa oilfields
- Councils defy govt fire tender directive
Furthermore, it can assist in the recruitment process by identifying the candidate whose skills best match those needed to function effectively in a particular role. For example, in an application of skills gap analysis to the role of a fire fighter, the essential skills considered would be: critical thinking; oral communication; and the ability to work with others.
The following are some of the advantages of undertaking a skills gap analysis: lA skills gap analysis can provide a critical overview of an organisation, allowing management to determine if staff have the necessary skills to meet organisational objectives or achieve a change in strategy.
lIt provides an analysis of skill gaps in an organisation, department, or role.
lAnalysis helps organisations to prioritise their training resources.
lAnalysis can help with recruitment and training, and it gives management a basis for deciding which staff should be retained and which are expendable.
While skills gap analysis has its own advantages, there are some disadvantages to it which are:
lConducting a skills gap analysis can be costly in terms of the required investment in paper-based assessments or software, as well as the time required from staff to participate and for management to evaluate the results.
lIt may be simpler and more cost-effective to ask line managers to identify skill gaps in their department, or simply to ask staff in which areas they need additional training.
lThe assessment can be subjective and open to distortion if staff do not answer questions correctly.
So whenever you embark on a skills gap analysis exercise, there is need to consider the potential impact of a skills gap analysis on staff morale. Assessing an employee’s capabilities can create fear and suspicion unless the reason for the analysis is understood and communicated effectively.
lPaul Nyausaru is Human Resources Practitioner. Views contained in this article are personal. You can contact him on email pnyausaru@yahoo.co.uk or pnyausaru@gmail.com