How to identify your skill gaps?

Updated: 20 hours ago

Skills gaps are the gaps between employees' existing skills and the skills they need to grow in order for the firm to achieve its objectives. Your employees don't all have the same skills, and some of them have skills that overlap. A skills gap analysis can assist you in identifying skills gaps and determining which positions you need to fill. Here's how to conduct a gap analysis of skills.


An individual skills gap analysis and a team level skills gap analysis are the two aspects of a skills gap analysis. To prepare for the analysis, you'll need to figure out who you need to speak with and what more you need to understand. Individuals who fit this description include:


  1. C-suite


  1. Managers


  1. Employees at the lower levels of the organisation


The department head should be the first person you contact. These individuals are aware of the skills gaps in their areas and may be able to assist you in filling those gaps. You'll need to discover a mechanism to talk to employees about their skills at the individual skills gap level.


If you're starting in the marketing department, for example, you should speak with the marketing director first. They may claim they don't have a graphic designer, but when you chat to individual employees, you'll find that a couple of them do.



After that, think about where you want your company to be in a year, five years, or ten years. To define your goals, ask yourself the following questions:


  1. What is the company's future plan?

  2. What may we expect in the coming year?

  3. Is it possible to achieve our objectives with our current workforce?

  4. What skill sets do we want our staff to possess?

  5. What aspect of the company is deficient in knowledge?

  6. What positions do we require?



After that, you'll need to brush up on upcoming work trends. More work is getting mechanised as technology advances, so it's crucial to think about the jobs you expect to be automated in the next several years.


  • Have a clear idea of what set of skills are required for your goals


In order to expand, your firm will need to incorporate new methods and technology on a regular basis. However, finding individuals with specialised skill sets to use these technologies can be problematic for businesses.


  • Measure your skills


As a human resources manager, you may not know which skills are required for specific tasks until you speak with department heads and employees. Having a chat with employees to learn about all of the different sorts of abilities they have will be beneficial. Someone who is currently specialising in web design may have a long history of web development and coding.


Make an effort to speak with everyone in the company. If it's been a while since you hired them, you may not be aware of any new talents they've picked up along the road, or you may have forgotten about their previous positions.


  • Find the gaps


Now that you know what abilities your organisation has, you can figure out what skills it requires. Organize your talents by department so you can see what each department is missing one at a time. Determine the skills problems that your firm faces as a whole.


Let's imagine you're a small business with a marketing department, but you also hire outside companies to help you with particular tactics and implementation, such as an SEO agency to help you increase your Google ranking. If one of your goals is to totally in-house your marketing department over the next five years, you'll need to decide whether or not to engage SEO experts.


Some skills are needed in handling virtual events, too. Know more about it.


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