Skills Gap Analysis

How Can Skills Gap Analysis Be Done with Ease Perfection and Relevance

Skills Gap Analysis is the distinction between skills that the employers need and skills their personnel offer. Performing a skills gap analysis helps you identify the skills you need to meet your business goals and assist in hiring new talent.

Well, so how can we do skills gap analysis with ease and perfection? 

Skills Gap Analysis will help—

· individuals to appreciate their skills gap and work towards developing the necessary skills.

· organisation’s to train or HR function to plan development initiatives to cover the skills gap in   a focused manner.

· organisations in taking decisions, on how to fill the gaps that are needed. 

It’s Your Skills (IYS) is one such team, that offers an easy to use, simple application for performing Skills Gap Analysis.

      Other advantages of performing Skills Gap Analysis through It’s Your Skills is that–

· it can be tried on a small set of employees before moving on out a larger team.

· it is backed by the most comprehensive collection of skills to precisely articulate the skills of jobs and that of individuals.

· enables powerful Skill Gap analytics for better decision making.

Practising the following steps can achieve ease and perfection in the Skill Mapping:

  • Creating a Goal Plan—

·        Individual Level: You can identify the skills a particular job requires and compare them to an employee’s actual skill level.

·        Company Level: Determine if your employees have the skills to work on a specific task or if you must hire externally. The analysis can help you target your employee training programs to create the skills you need.

The HR can initiate–team and organisation-wide Skills Gap Analyses by holding a meeting with managers to explain the process. Recruiting an outside evaluator can make the process more objective and will clear up staff time to focus on other relevant work.

  • Spot Important Skills

Employers have different opinions—some say they have difficulty filling jobs because of skill gaps while others say that skill gaps are a product of unrealistic expectations. Identify the skills you need by knowing—

What skills are most valued in business, and what skills do our employees need to do their job efficiently?

Imagine the new skills your company might need in the future. 

You can also survey team members on what skills they think are missing—

  • Measure current skills

To measure skill levels, you could use:

· Surveys and assessments.

· Interviews with employees.

· Feedback from reviews.

The workforce can also measure skills by creating a spreadsheet specific to each position. 

  • Act on Precise Data

There are two possible ways to fill skills gaps: training and hiring. Decide which approach works best for each skill gap analytics.

  • Train to Fill gaps

More than half of the companies—- train their staff to fill open positions. Offer training for employees in skills you would like to strengthen. The correct training can help you close gaps between current and desired skill levels.

  • Recruit for Skill Gaps

If your skills gap is too wide to minimise with training, think about hiring to bring new knowledge and skills into your company. 

You can:

· Change your recruiting process to screen for skills–your business needs. 

· Use organised interviews to reduce biases and ensure your criteria for choosing a new candidate is strictly job-related.

· Source passive applicants.

Performing a skills gap analysis can be time-consuming, but the results are worth it. Knowing which skill, you need to grow as a company will help you recruit – and retain – the right people.

Now over to you

The HR team must know what skills the company will need in the future to succeed. Conducting the skills gap analysis will help you prevent the unwanted surprise of having workers with insufficient skills on the job.

Log on to to get answers to all your queries!

Related Post

Skills Ontology

Apr 04, 2020 - In Skills Ontology

Employee Experience App

Apr 02, 2020 - In Employee Engagement

Skills Ontology

Mar 29, 2020 - In Skills Ontology