Skill Gap Analysis
Analyzing Proficiency Levels Using Competency Profiles as Benchmarks
Dec 30, 2008
Performing a skill gap analysis will help a trainer understand gaps in performance and possible areas for training and development. Typically a skill gap analysis is conducted after competency profiling provides a benchmark of the competencies needed for ideal performance.
Competency Profiling
The first step in a skill gap analysis is to clearly define what ideal performance looks like. Competency profiling is a method of looking at the behaviors, skills, knowledge and attitudes required to excel in a role. Competencies can be rated as critical or core (a high level of proficiency is mandatory for success in the role) or preferred (nice to have to ensure success).
Assessing Proficiency of Competencies
Once the benchmark of critical and preferred competencies is established for the role, the employee and the manager can assess the employee’s level of proficiency for each competency. This can be accomplished using one, or preferably a combination, of the following techniques:
- Performance Reviews – a standard performance review usually includes a discussion between the employee and his or her supervisor of both the supervisors and employees assessment of the competency proficiency. A strategy for professional development to allow the employee to improve their performance or improve their chances of a promotion is included in the review.
- Surveys – survey employees, their manager, coworkers (including other managers) using online quantitative surveys. This method allows for a statistical analysis of the findings.
- Interviews – interviewing managers and employees with open ended questions allows for qualitative data to be accumulated. Resistant attitudes, misconceptions and other barriers to good performance may be revealed using this methodology that may not be revealed during a supervisor-employee performance review conversation.
- Customer Feedback – if customers or stakeholders can be surveyed or interviewed they can be a great source of feedback on the performance of a group of employees or individual employees.
- Performance Tests – certain skills can be tested using standardized tests and metrics can be measured to provide quantitative data (multiple choice, fill in the blank etc.) of performance levels.
- Audits – A checklist of operational standards can be made and employees can be checked against the list.
Once the skill gaps have been identified, strategies for closing the gaps can be determined. Strategies include training (if a lack of knowledge is apparent), job role reassignment (transfers, portfolio changes), allocation of new resources, improvement of rewards and incentives, goal setting, or termination (if the fit can not be corrected by other means). Prioritizing training development projects can be accomplished by considering business objectives and operational constraints that influence a roll out plan.
