Skills Gap Analysis

An assessment tool used for identifying the gap between an employee’s current and desired (i.e. relevant) skills and knowledge in meeting the needs of their employer in performing their role effectively.

A Skills Gap Analysis can help an employer plan an appropriate staff training programme, identify recruitment and succession planning needs, and improve productivity and quality of service from employees.

Before carrying out a skills gap analysis it is important that the aims and objectives for the outcome are clear.

The skills needed to fulfil a job role will be clearly identified, along with the importance of skill needed (different employers may have different priorities and values), the required skill level, and then the employee or employees for the role will have their skills assessed or measured against the job role skill requirement.

A rating system is used for the importance of the skill and another used for the current and desired skills. The difference between the individual’s skills is the gap, which if negative may form part of a training plan to address the identified gaps, with priorities set depending on the importance given to the required skills by the employer.

For a comprehensive skills gap analysis, the inclusion of employability and other skills might also be included, which can be used to help an employer identify other skills which might be able to be better utilised in growing the business.

An example of the importance given by an employer to those skills might be:
• High
• Medium
• Low

An example of an employer required skill level rating:
1. Not required as a core component of the role.
2. Should undertake task with assistance.
3. Can perform task safely and satisfactorily.
4. Is to be competent in task.
5. Is to be an expert in task.

An example rating system for an employee’s skills might be:
1. Does not possess this skill / knowledge.
2. Can performance task with assistance.
3. Can performance task generally satisfactorily but safely on own but needs more experience / confidence etc. to build effectiveness and efficiency.
4. Is competent in performing task.
5. Demonstrates expertise and ability to instruct others if need be.

The criterion of ‘Is competent’ might actually be split into two:
• Is competent in routine situations that have previously been encountered, i.e. within their comfort zone, and
• Is capable and confident in rapidly adjusting to changing and unforeseen situations, being able to work outside of their comfort zone without extensive training or supervision.

An example of a template for a Skills Gap Analysis: