Skill gap analysis has been recognized as one of the most important tool to understand an organization’s need, like hiring, training the employee. Any way there are several organizations that don’t have a structured process for such analysis. Most organizations don’t consider it important. With the rapid growth and digitization of HR department, the usage of tools like Skill gap analysis is considered to be essential. The usage of skill gap analysis helps the HR department to write well-crafted job descriptions leading to better candidates and ultimately stronger new team members.
Skill Gap Analysis:
Skill gap analysis or Talent gap analysis is a tool to identify current and projected training and hiring requirements within an organization. In other words, it is a process that helps in determining the gap between the present skills and competencies.
The Process of Talent Gap Analysis:
The process of talent gap analysis contains four steps. These four steps of the talent gap analysis process are as follows:
Step 1: Planning
Whatever the industry is data and planning plays a vital role. Organizations work at two levels, they are the individual level and the organizational level. Considering the individual level, it helps to get the skills required to carry out a certain role and to then map the employee’s current skill level to that role.
When it comes to organizational level, it requires the HR department to look at the team of employees as a whole to check what skills and competencies could be upgraded through training.
Step 2: Mapping Skills Hierarchy.
To Analysis the skills of an employee, it is necessary to segregate skills into a hierarchy based on immediacy, applicability, and sustainability. Usually companies consider agility, flexibility and creativity to segregate skills, but immediacy, applicability and sustainability have proven more effective.
Step 3: Plotting Employee’s Current Skills.
Plotting the current skills on the vision map will help the HR figure the skills and the level of talent that the organization needs. The present methods used to track where the organization stands are assessments and surveys that employees and their managers could fill out, in-depth employee interview, and performance reviews.
Step 4: Execution.
Any kind of gap in Skill analysis can be filled with two ways, training and recruitment. As soon as the HR finds out what kind of gaps lay in the skills of employees, those gaps can be filled by training the employee to gain the skill, or a new employee can be recruited to fill the gap.
For your organisations, digital transformation with skills gap analysis, check out It’s Your Skill’s high performing skill ontology based skill profiling process and let us know the feedback.