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Why_You_Need_to_Identify_Training_&_Skills_Gaps_across_Your_OrganizationIt’s no secret that your business’s performance is largely a team effort. The talent you hire directly affects the performance of the organization. You want to be sure you’re hiring the right people for roles within the company.

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You also want to be sure you’re identifying gaps in the training and skills of those already on the team, so you can inform your training and hiring plans. Not everyone has had the same opportunities, and not everyone will be able to perform the same way. How do you identify performance gaps?

First, you’ll want to conduct a training and skills gap analysis across the organization. Which skills are critical? Which skills are less important? Be sure to identify important skills before you take the next step. Once you’ve done this, you can measure skill levels across the organization.

Creating a Training Plan for Employees

A training and skills gap analysis assesses the organization’s current skills level. Are there skills that are over- or underrepresented within the organization?

Some gaps can be overcome with the addition of training. For example, the marketing department may be able to overcome a social media marketing skills gap with training and development opportunities.

Knowing which skills can be trained for and which employees stand to benefit the most from training can help you as you decide on training opportunities. If social media skills are lacking in the marketing department, maybe it makes sense to offer training opportunities to improve these skills versus graphic design skills or copywriting skills.

The analysis can also help you identify which employees stand to benefit the most from these opportunities. This, in turn, can help you bolster performance for employees who may have been struggling or disengaging from their work.

Guiding Your Hiring Plan

Some skill gaps can’t be addressed through training alone. If you need a talented programmer and you have no one who programs in the company, you’re going to need to hire.

The analysis can tell you both what skills you need to look for and which skills are already represented in your organization. If you have many talented marketers, but relatively few accountants, you likely don’t need to hire more marketing help.

Levelling the Playing Field for Employees

Identifying training and skills gaps across the organization also helps your employees. Most of your employees probably fall in the middle of the pack in terms of performance. Those who perform well are the most likely to take training opportunities, but they probably don’t need them as much as others.

Those the lower performance levels stand to benefit the most from training and development opportunities. They can improve their performance with relatively little training. Opportunities to learn new skills and enhance performance also increase employee engagement and overall job satisfaction.

Empower Your Business Decisions

Perhaps the most important reason to identify skills and training gaps across the company is to empower your business decisions. Knowing which skills you already have and what you’ll need in the future allows you to make more strategic decisions about what you need to do to meet those future needs.

By identifying skills and training gaps that exist within your organization right now, you can take strides to fill in those gaps and ensure you’re meeting the business’s future needs.

As you look to continue growing your business, you need to be sure you have the right people on board. Training and identifying skills gaps can help you get the right mix of talent.


Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.

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