the direct ways for your organization to achieve peak performance is through a systematic evaluation of your workforce skills in relation to business operations. There are some basic steps to maximize your people’s potential and attain organizational efficiency: Begin with a competency assessment Use the competency profiles as benchmarks to identify workforce skills gaps. Develop a training plan.

1. Developing Skill Gap Analysis
Prepared By:
Samar Singh
MBA-4th
Semester

2. Skill GAP Analysis
• One of the direct ways for your organization to
achieve peak performance is through a systematic
evaluation of your workforce skills in relation to
business operations.
• There are some basic steps to maximize your people’s
potential and attain organizational efficiency:
Begin with a competency assessment
Use the competency profiles as benchmarks to
identify workforce skills gaps.
Develop a training plan.

3. Competency Assessment
• to determine the exact skill requirements of
each job in your organization. The skill set for
each job makes up the competency profile for
that role or position.

4. Identify Workforce Skills Gaps
• Employees can complete a self-assessment to
be verified by their supervisors who observe
their actual performance on the job.

5. Training Plan
• targeting each employee’s specific skills
needs.

6. Step 1
• Identify business goals
• Assessing the critical skills
• Creating a project plan and strategic
objectives
• Articulate the desired state

7. Step 2
• Collecting data
• Conduct focus groups
• Comparing the outcomes of expert with
outcomes of less experienced personnel
• Conclusion: what training needs to be
implemented

8. Step 3
• Interpreting data and making
recommendations
• Then preparing the report that lists the
missing skills and knowledge required to
complete work successfully

9. Step 4
• Preparing a training plan to address identified skills gap in the
current environment.
• Skill gaps usually occur when a company strategy changes,
mergers and acquisitions.
• After analyzing the gap between the current performance and
the desired performance levels, effective training professionals
design, create, deliver and evaluate interventions.

10. Results
• Enabling employees to develop both
professionally and personally to achieve the
desired state.
• Resulting in improved employee morale,
retention and business performance.