Steps to Conduct an Effective Skill-Gap Analysis

Since the world and technology have been changing rapidly, the potential shortage of skills looms large.
- As per the research, 375 million workforces may have to change their occupation to meet the ever-increasing need of the organizations
- 30% of employees’ time on work would get free due to automation and that could force them to focus on other tasks
- Nine out of ten employees in the organizations have already been seeing skill gaps or expect to face skill gaps in the next five years
While most companies post their success and victories on the surface, about one-third of organizations have already been facing skill gaps and focusing on reskilling efforts.
Skill gaps in HR are real
Most organizations think that HR skills and issues can be solved by anyone (whether they’ve been trained for performing those tasks or not).
At a fundamental level, this isn’t right.
When you hire a marketing manager, you look for someone who has both the skills of traditional marketing and online marketing.
Why won’t you do the same for HR?
It’s because, at a foundational level of your consciousness, you think the HR domain is redundant and it only adds to the cost and not ROI.
But you not only need to hire HR partners who have the skills to provide you higher returns; you also need to make sure that you’ve been constantly providing them opportunities to work on their skill gaps (if any).
It’s also a great strategy to reduce overheads – you hire a few HR people and constantly upskill them so that they can run the business without the need to hire more people.
And the industry is also moving in the same direction.
Here’s the research that proves that HR & Talent Management skill-gaps are real along with so many other –

How to Conduct Skill Gap Analysis?
There’s a simple three-step process to conduct a skill gap analysis.
First Step: Assess
The first step is to see at what skill level your employees are.
And at what skill level you want them to be at so that you can ensure that the organizational strategy is in alignment with individual growth.
Second Step: Seek out the training resources that would help you build a solid HR team
You need to find out the cost-effective and valuable training resources that would help your HR people to learn and upgrade themselves.
Though you can find a lot of HR courses in the market, our training resources and courses are designed while keeping in mind the specific needs and requirements of the budding and experienced HR people.
Third Step: Implement
Be proactive and set aside a budget that would help you invest in your people.
Often the cost of training exceeds the ROI you receive.
It’s because you don’t understand what skill gaps you need to pay attention to and how to close the gap.
The third step is only applicable once you pay due attention to the assessment of the skill gap and the selection of the right training courses.
In the final analysis
When you conduct the simple three-step framework well, you receive numerous benefits (employee productivity isn’t the only one).
From brand perception to customer experience, from bottom-line growth to employee retention, the benefits of reskilling are astounding.
Research says when you put your effort in reskilling your employees, here are the benefits you receive –

In this time of rapid change and instant advancement, understanding the value of skill-gap analysis can’t ever be over-emphasized.