The 2012 Reed HR report said ‘skill gaps’ were impacting potential growth and performance of organisations. 26% of those asked said actions had NOT been taken to bring fresh talent into the fold OR keep talent on board.
“The majority of businesses are now being run in a very lean way, with little surplus of skills to take up the slack when someone leaves for a new role. This means that effective talent management is more important than ever,” said Reed HR’s Jason Willis.
Here’s a simple approach to assessing skills gap:
- break down the workforce by broad level and job type
- collect evidence of skill gaps. Look at customer feedback, complaints, areas where performance indicators are poor or where productivity is low, talk to line managers and look at skills gaps identified in the appraisal process
- discuss the findings with appropriate groups of line managers, this may identify shared skill gaps and help to identify which gaps are most important to address
- bring the information together in a simple summary which can feed into your workforce training strategy. Here’s our explanation on how to do this: Training needs analysis explained