Identifying emerging skills and capability gaps is a crucial part of workforce planning and talent management. Identifying these gaps is essential for creating an agile, future-ready workforce.
By using a combination of self-assessments, data analytics, surveys, and industry benchmarks, organisations can gain a comprehensive view of their current talent landscape and strategically address deficiencies. Implementing a structured approach to gap analysis ensures that training and development efforts are targeted, effective, and aligned with the organisation’s long-term goals.
Understanding where gaps exist allows organisations to strategically address deficiencies, develop targeted training programs, and build a workforce capable of meeting both current and future demands.
This article sets out a step-by-step approach to identifying and addressing skill and capability gaps in your organisation:
Start by gathering data on the current skills and capabilities of your workforce. This step provides a clear understanding of the existing talent pool and serves as a baseline for identifying gaps.
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Ensure that the skills and capabilities within your organisation are aligned with your business’s strategic objectives. This helps determine which skills are essential for achieving your organisation’s vision.
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Objective: Establish a clear set of skills and competencies required for each role, aligned with both current and future business needs. This creates a baseline for comparing existing skills and identifying gaps.
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Start by adopting or creating a competency framework for the entire organisation. Break this down into core competencies (required for all roles), functional competencies (specific to certain departments or functions), and role-specific competencies. Different professional frameworks could address your diverse functional
Use established frameworks like the Skills Framework for the Information Age (SFIA) or create a custom framework that reflects your organisation’s unique needs and values.
Collaborate with department heads, managers, and HR to define the skills, behaviours, and knowledge needed for each role. This ensures alignment with strategic goals and day-to-day operational requirements.
Include employees in the discussion to gain insights into what they perceive as critical skills for their roles and future success.
In addition to current role requirements, identify future skills based on emerging industry trends, technology advancements, and business strategy. This helps future-proof your team against upcoming changes in the market.
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Competency frameworks standardise the process of evaluating skills by defining the behaviours, technical skills, and attributes required for success in each role. You should base these on existing frameworks, such as SFIA, DCF, PSF, etc, where possible.
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Digital tools can help automate the process of tracking skills and capabilities, making it easier to identify gaps. They also provide insights into future skills needs through predictive analytics.
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Gather direct feedback from employees to gain qualitative insights into where skills gaps exist. Surveys and interviews can highlight areas of concern that may not be visible through quantitative analysis alone.
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Analyse performance data to identify skill gaps that may be impacting productivity or preventing employees from reaching their full potential.
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Objective: Measure proficiency in technical skills using objective assessments to gain an accurate understanding of current capabilities.
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Use online platforms like HackerRank, Codility, or CodeSignal to assess programming and coding skills. These platforms offer timed challenges, real-world problem scenarios, and automated scoring.
For data analytics and other technical fields, use platforms like Kaggle or DataCamp, which provide targeted skill assessments for tools like Python, R, SQL, and machine learning.
Offer industry-recognised certifications (e.g. AWS Certified, CompTIA Security+) to validate skills in cloud computing, cybersecurity, and other technical areas. Use practice tests to assess readiness before committing to certification exams.
Use internal skill assessments for tools specific to your business, such as proprietary software or niche technical skills not covered by external platforms.
For roles involving problem-solving and strategic thinking, create simulations or business scenarios where employees need to apply technical skills to resolve complex issues.
Assess not just the outcome, but also the thought process, approach, and use of specific tools and techniques.
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Objective: Compare current skills against the defined competency framework to identify gaps at both individual and team levels.
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Use a skills mapping tool like TalentJam, CompetencyCore, TalentGuard, or SkillsDB to visually map out the skills each team member currently possesses.
Compare the baseline map to the competency framework to highlight skill gaps for each role and team.
Use a gap analysis template or software to create a visual representation of gaps for each skill. Identify high-priority gaps based on their impact on performance, strategic value, and the likelihood of needing that skill in the future.
For each identified gap, document the current skill level, desired skill level, and required training or development interventions.
Prioritise skill gaps that are critical for achieving business objectives, high-risk roles (e.g. cybersecurity or compliance), and areas where the business is planning to expand (e.g. digital transformation).
Identify quick wins (skill gaps that can be addressed with short-term training) versus longer-term development needs (e.g. leadership capabilities that require a year-long development program).
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Objective: Use the insights gained from the skill gap analysis to inform workforce planning, development initiatives, and succession planning.
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Use the skill gap data to identify roles that are at risk due to significant gaps and areas where upskilling or reskilling is essential for future success.
Map out which skills will be in high demand as the organisation evolves and incorporate these into strategic workforce planning.
Create Personal Development Plans (PDPs) for employees that address their specific skill gaps. Include clear learning objectives, timelines, and recommended learning resources (e.g. courses, mentorship, on-the-job training).
Use tools like learning management systems (LMS) to track progress and update plans as skills are developed.
Identify high-potential employees who can be developed for critical roles by closing identified skill gaps.
Create targeted development programs that prepare future leaders and technical experts based on their current competencies and development needs.
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Industry and market trends can highlight emerging skills that will be in high demand. Staying informed helps you identify gaps that could become critical in the near future.
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Benchmark your organisation’s capabilities against those of similar companies to see where you stand in terms of skills and capabilities.
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Assess the success of your current training and development programs to ensure they are meeting their goals. Persistent skills gaps despite training may indicate that the content or delivery methods need adjustment.
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