Whatever industry you find yourself in, there will always be what we call a “skills gap.” However, for many businesses coming out of the COVID-19 pandemic, skill gaps are one of the most significant roadblocks to attaining business goals. When it comes to employee training and development, the most important concern is identifying skill gaps within your own company and developing interventions to address those.
By investing in the development of skills for your workers, your company will be putting in place the changes needed to sustain market, product, and process innovation. In this article, you will learn the steps needed for identifying your organisation’s skills gaps. Without that understanding, you will have little success in filling the shortages and closing the gap.
Insights you can use
With Natural HR’s cloud-based platform, you will get access to the data and tools you need to create industry-specific strategies to address the skills gap you’re facing, allowing you to:
- Build a learning and development platform for your team: Today’s skills gap in the workplace cannot be solved by recruitment alone. To effectively upskill your workforce, digital learning needs to take centre stage. Natural HR’s tools and resources can help you build a dynamic learning and development function to support the needs of employees through any future changes.
- Use your people data to support your team’s development: Discover the current and future needs for in-demand agile skills based on demand and growth trends from Natural HR data, plus apply this view to reports that allow you to quickly analyse the skills needed in your organisation.
The step-by-step guide
To make your workforce as competitive as possible for the future, you need to analyse your company’s skills needs and the skills currently held by your workforce, thus helping you to identify the skills gap in your workforce. By using Natural HR’s platform and this step-by-step process, you will be able to identify the skills gap within your business.
1. Understand your company’s strategy: The first step to undertake is to identify your company goals so that you can understand what roles will be needed and identify any skill gap that you may have.
2. From there, identify the roles required for reaching those goals: From the previous step, you can then move on to develop the list of roles that your company will need in order to align to your long-term strategy.
3. Create a skills inventory for each of those roles: Once you have a list of roles you need, the next step is to turn to multiple sources to help develop a list of the key skills required for specific roles.
4. Review the skills you currently have within the company: Now it’s time to find out where your company currently stands. You can take numerous approaches, such as performance reviews or feedback sessions, to assess your employees with Natural HR’s performance management module.
5. Conduct a skills-gap analysis: In this step, you compare the skills you need from staff against the skills they currently possess, utilising all four previous steps. From this, the difference between those two elements will be the skills gap you’ll be bridging.
6. Close that skills gap: Armed with the information your organisation has developed about the roles needed, the skills in place, and those requiring further development, it is time to close the skills gaps.
4 skills that your teams will need in the future
From looking at and analysing your company through the previous steps, you’ll come away with a better understanding of how to make yourself indispensable in a rapidly evolving workforce, and that’s one of the most valuable ways to prepare for filling in the skills gap in your workplace.
- The ability to use digital platforms and technology: Working with and understanding digital technology will be one of the broadest but most crucial skill sets for the future of work.
- Leadership skills: This is about more than essential people management. Preparing yourself for leadership requires a whole new skillset stacked on top of your existing one. This is about learning how to foster motivation, passion and resilience in those around you.
- Raw data and the skills to analyse it: Data is already spreading to every corner of every business, but it is set to spread even more over the next several years into all facets of our working lives. It’s no longer just data scientists or those in specialised roles that need to understand data, almost all workers will need to get their hands dirty with data at some point in their career.
- Emotional intelligence: Emotional intelligence is a crucial skill for future employability. This skill is all about understanding how strong relationships can create harmony in a workplace and, as a result, increase workplace culture, benefiting all of those in the workplace.
Want to learn more about Emotional Intelligence (EI)? Then click this link to sign-up for September’s HR Expert webinar, where you’ll hear more about it and how to utilise it within your business.