3 Steps to Performing a Skills Gap Analysis

As The World Economic Forum identified in
this research, by 2025 97 million new jobs will emerge, while 85 million
jobs will disappear due to the technological evolution
of the job market. For organizations across all industries, this
means that certain jobs will disappear due to automation, while others will change in
terms of their core tasks and responsibilities. This is where upskilling and reskilling become
relevant. As we mentioned in the previous bite, the
easiest way to help your workforce stay relevant is through a good upskilling strategy.

Oh, and by the way: if you missed the video,
you can find it here. Before you get to this, however, it’s important
to know which skills and knowledge are currently missing in your workforce and which skills
are essential for your organization’s performance. Conducting a skills-gap analysis, will also Give insights into your entire workforce and
highlight where the biggest gaps are. Make individual learning and development more
efficient and personalized. Help you with your strategic workforce planning
and recruitment efforts. But then, where to start? How do you implement an effective skills-gap
analysis into your workforce? Today we will identify 3 essential steps for
an effective skills-gap analysis! As always, before we start, and if you haven’t
done so yet, like this video and smash that subscribe button and notifications bell! *MUSIC* Hi, my name is Neelie, and I am the Digital
HR specialist here at AIHR. In today’s bite, we’ll go over the 3 steps
to conduct a skills-gap analysis.

And if you need help putting it all into practice,
in the description below, you can find a step-by-step guide to the skills-gap analysis. So let’s get started. 1. Scope and diagnostics This first stage is about scoping the challenge. In the case of a skills-gap analysis, this
means identifying the needed skills. In order to identify the skills that the organization
needs now – and in the future – you need to ask and answer certain questions first. For instance: What is the organization’s mission? What are the organization’s business goals? What critical skills are needed to be able
to perform the mission and meet the business goals? The way to identify whether or not a skill
is critical, is simple: If an employee lacks a certain skill, but still completes a task
satisfactorily, the skill is noncritical. If it’s the other way around, you need to
consider it a critical skill. With regards to future skills that are needed
in your organization and industry, you need to know, among other things: What jobs within your organization or industry
are likely to be partially or entirely automated? What skills are currently on the rise in your
industry? What kind of jobs, including new ones, will
your company need more of? 2.

Digital HR specialist

Data collection and analysis The second step is data collection and analysis. This is fundamental in order to: analyze what tasks are being done now,
rate how important these tasks are, inquire about the skills required to do the
work properly. In the case of a skills-gap analysis, data
collection and analysis activities can include: Developing job profiles and identifying the
critical skills needed for each job role. Conducting an inventory of your employees’
current skills. Identifying your employees’ competencies
and skill levels. A talent management system, for instance,
functions as a searchable database that gathers all the information from your
employees’ performance evaluations and competency assessments. And can be a useful tool for gathering information
on each employee's skill level. 3. Designing interventions This stage is about creating an intervention
that fits the needs of the organization.

In our case, that means that once you’ve
found out where the skill gaps are in your organization, you can create a strategy to
best fill these gaps. A pretty common example is that of employees
who lack soft digital skills – such as customer-centricity and passion for learning, or who lack the
skills to operate with tools and automation. Once you’ve identified the gaps, there are
different ways to bridge them. In our previous episode, we’ve identified
5 of them: Through targeted Learning & Development programs,
Job rotation, Job enrichment,
Peer coaching & mentoring, Involving external experts. In a time where organizations are increasingly
looking to prepare their people for the future, it’s important to know what skills and competencies
your workforce currently possesses. A skills-gap analysis can be a good tool to
use for this.

When conducted well, it can give you valuable
insights into your entire workforce, help you with strategic workforce planning and
improve your recruitment efforts. An effective skills gap analysis will also
enable you to optimize your Learning & Development programs to reskill your people where needed. So, that’s it for today. If you don’t want to miss any of these episodes,
remember to subscribe to the channel and comment on what topic you would like to see a video
next! See you!.

As found on YouTube

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