The document discusses the importance of skills gap analysis as a tool for organizations to assess the difference between current employee competencies and business goals. It outlines how conducting a skills gap analysis can support employee development, enhance recruitment, and inform strategic workforce planning. The text also provides a step-by-step approach for effectively performing a skills gap analysis and emphasizes the need for training or recruiting to address identified gaps.

1. Cracking The ‘Skill Gap Analysis’ Code
Effective Tool To Propel Your Organisation Forward

2. With no end in sight to the evolving business
landscape and fast-paced change of
technology, organisations without adequate skill
sets will struggle to keep up.
As such, there’s a growing need to re-and upskill
your people to succeed and meet industry
standards; which is where the skills gap analysis
tool become relevant.

3. Whether you’re experiencing
underperformance issues or
seeking areas of improvement,
this tool will get your business
back on track.
Read more: How to Leverage Skill Gap Analysis for Employee Promotions

4. What Skills Gap Analysis is…
A skills gap analysis is a tool used to assess the
difference (or gap) between employees'
current competencies and what is necessary
to achieve business goals.
Simply put, it’s used to identify the gap
between the skills you want as an employer
against the skills your employees possess.

5. For HR, the skills gap analysis is a way to find out which skills and knowledge are lacking
among the employees in the organisation.

6. Why is
Skills Gap Analysis
Important?

7. Importance of Skills Gap Analysis
Support
Employee
Development
Skills analysis helps
employees to
recognise
improvement areas,
enabling them to
enhance their current
skills and prepare for
future roles.
Strategic
Workforce
Planning
Conducting skills gap
analysis identifies key
positions that lack the
required
competencies,
allowing you to set
goals and benchmarks
for workforce
development
Enhance
Recruitment
Identifying the
required skills for
each role
streamlines the
recruitment process
by targeting
candidates who
possess the
necessary
qualifications
Insights into your
Workforce
By analysing your
employees’ skills,
you can pinpoint
the areas they excel
and existing gaps.
This helps you to
focus training to
improving overall
team performance.

8. How to Perform Skill Gap Analysis
Conducting skill gap analysis is essential for all businesses to achieve their goals, ensure
they have a skilled team, and recruit the most suitable candidates

9. Assess current skills
Identify critical skills
05
01
02
03
04
Plan
Analyse data
Take action

10. The first step in conducting an effective skills
gap analysis involves careful planning and
outlining of your objectives. This analysis can be
carried out on two levels, and you have the
option to pursue one or both:
1. Individual Level
2. Team/Department/Company Level
Plan
01

11. Identify priority skills and knowledge necessary
to achieve your goals. Also consider skills
necessary to meet future business demands..
Job descriptions, business objectives,
organisation’s values, industry trends, and any
regulatory updates are relevant sources of these
information.
Identify Critical Skills
02
Read more: Mistakes to Avoid When Conducting a Competency-based Skills Audit

12. In this step, you evaluate the existing skill levels
of your employees. You can adopt various
methods for this:
1. Performance reviews (including 360-degree
feedback)
2. Assessments focusing on skills and behaviors.
3. Interviews.
4. Contributions to Key Performance Indicators
(KPIs).
Assess Current Skills
03

13. Read more: HR Analytics: Leveraging Data to Drive Results
Analyse Data
04
One you have collated the information on current skill
levels,, organise it into a searchable database.
Prioritize the skills by assigning them importance
ratings before moving on to identifying any gaps. This
ensures that the most vital skills receive the highest
focus.
Once your database is ready, compare current
workforce skills with the critical ones identified in
Step 2.

14. After identifying and analysing skills gaps, you
have two major ways to address them:
providing training for existing employees or
recruit new personnel.
Keep in mind that various skills may require
different approach. There's no one-size-fits-all
solution.
Take Action
05

15. Employee Training
To address skills gaps through
training, you must be prepared to
invest in and fully support upskilling
and re-skilling efforts.
In addition to formal training
programs, you can offer alternative
resources like mentorship programs,
online courses or subscriptions, event
tickets, and certification programmes.
Staff Recruitment
If the skills gap are too big to be filled
through training efforts or where there’s
obvious time constraints, hiring new
employees with the required skill set and
knowledge is your best shot.
However, hiring new employees will
eventually be necessary.
Taking Action can be done by

16. Application of Skills Gap Analysis
1 2
3
4
Identification and
Bridge of Talent Gap
Employee Promotion
Improve HR Enhance
Competitiveness
and Productivity

17. Summary
At a time when organisations are increasingly looking
to equip their people for the future, it’s important to
know what skills and competencies your workforce
currently possesses and what is required to succeed in
years to come.
An effective skills gap analysis is essential for helping
you understand what your employees are capable of
and how you can build a workforce that can help you
consistently deliver success

18. Over the last 19 years, we’ve partnered with our clients to identify skill
gaps in your workforce, and upskill, reskill, and educate employees to
meet the skills demands of present day business and the future
requirements.
We can help you too.
To partner with us today, kindly schedule a free consultation or
alternatively, you can send an email to hello@workforcegroup.com.
Scale the advantage…

19. YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go beyond

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Outsourced
Employees
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capacity
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test facility
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STARTED?
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Send an email to -
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