Assessment Services

Helping to identify talent and address development needs

Every business needs to identify the skills in their team and The International Trade Council can help with people development and succession management with a Skills Gap Analysis.

Skills gap allows you to target your training spend so you can make the most of your budgets. It allows you to evaluate the impact of any training carried out and is specifically created for your specific business

The importance of skills gap analysis

Skills gaps can occur at an individual, departmental or organisational level at any time because staff lack critical or non-critical skills due to changes in the working environment .

Skill gaps like these, can have major implications for companies as they will be unable to reach their potential productivity and profitability. This could result in employers not being confident that their workforce can complete the conditions of an agreed contract which in turn could result in higher costs for customers  and loss of customers and an increases amount of complaints.

On an individual level also, there could be some negative implications. If an individual feels their development is not being supported by their organisation they may experience general job dissatisfaction or stress caused by a lack of investment in their skills and therefore chose to move on to a company or business  who offer better opportunities for skills development .

How does it work?

A skills gap analysis is a systematic review of the skills held by individuals in a company. The first step in performing an analysis is to identify all the skills required by an individual to carry out their job role effectively. Employers should then be able to identify the critical and non-critical skills required to achieve a higher standard of work by comparing the list of required skills with the actual skills possessed by the individual employee.

A skills gap analysis is a systematic review of the skills held by individuals in a company. Firstly we would perform an analysis to identify all the skills required by an individual to carry out their job role effectively. From this, an employer should then be able to identify the skills required to achieve a higher standard of work by comparing the list of required skills with the actual skills the employee has.

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Identifying business goals: Before any analysis can be conducted the business or organisation needs to identify the specific skills needs and goals by asking a few simple questions. This means that the business or organisation should collate a list of skills that they value most their employees.  Identifying these skills will help you prioritise training according to budget constraints, timing requirements or business plan priorities.

Looking at current processes and procedures:  Processes and procedures need to be identified early on. This will allow you to come back to the employee throughout the project and assess how effective the current training or recruitment processes and procedures are.

Identifying job roles:  It is essential that particular departments or job roles were targets are failing to be met. These targets can be symptoms of skill gaps within the workforce and the skill gaps analysis is designed to identify and support you through the identification process.

Identifying competencies: Identifying the competencies and behaviours individual staff possess can also help prioritise training resources.

Identifying hidden talents: Remember we have focused on skills gaps we must also do a skills gap analysis that will help uncover skills that an employee may not know they have. Unlike being job specific, these skills are transferable skills that they may have gained throughout life.

Identifying skills gaps in the business: Businesses and organisations can use the skills gaps to help them prioritise in specific areas such as recruitment or training allowing the organisations to operate more effectively.

Data interpretation:  Once all the analysis has been produced, the employer can assess the profiles produced which contain data on the individual and this is displayed within an interpretation table. This explains any lack of competencies and a way of being able to overcome these competencies. If the reports are kept up to date then it will pinpoint and training that needs to take place and it allows the employees development to be tracked in order to recognise their development progress.