It’s not uncommon to be familiar with the proverb, “A journey of a thousand miles begins with a single step.” But, in a business setting, how can you be sure that the steps you take with a project will lead you to the right place? How do you travel from where you are today, to where you want to be in in the near future? One potential answer to the above question would be a competency gap analysis tool. It’s a beneficial technique that allows you to identify the gap between your existing situation and the future state that you seek to be in, along with the tasks that need completion to close this gap.
Gap Analysis is predominantly useful while planning for training and development of employees or at the recruitment stage. It can also be valuable at the inception of a project, or when you are developing a business case . However, it can all the same be used at any stage of a project or be applied to any area of your business. It can even be implemented at an organizational level, to check that you’re on course in the achievement of your strategic objectives and goals.
In terms of short-term strategy, the corporation’s objective is to bridge these gaps through a diverse set of interventions, like training, coaching, mentoring etc. aka a competency gap analysis tool. The immediate goal is to nip the effect on business metrics in the bud. As against this, the business’ long-term goal, is to address these skill gaps by refining certain processes and remedy root causes. The desired result we are looking for here is to avoid these instances of competency gaps altogether from recurrence.
It starts with the first step of Identifying gaps in the workplace by taking a closer look at the performance of employees for the purpose of identifying skill gaps. This includes, among other things, data gathering in order to detect and understand the integration of a competency gap analysis tool and find root causes that need to be addressed. There are number of methodologies that can be employed in the process of data-gathering. The safest and best approach, however, is to utilize at least three, if not more. Not only does it give you different perspectives on the particular issue, but also provide you additional insight on what the real issues and primary causes are. But more importantly, multiple data sources can be utilized to cross-validate the gathered data, confirm results of analysis, and eventually, properly ratify and recognize skill gaps. Psychometric assessments, 360-degree feedbacks and performance appraisals are some of the ways of identifying competency gaps.
There will be numerous instances when the root cause as reflected by a competency gap analysis tool for skill gaps, is something that can’t be characterized by numbers. Some examples of such root causes are: an absence of motivation, an inept manager, or a dearth of equipment – the list is extensive. It’s always the best idea to ensure that all bases are covered with bankable data gathering and detailed analysis. Most of the time using multiple data sources will direct you to the skill gap along with its root cause(s) without the need to ponder too much over data. So, always ensure to keep all parameters taken care of and execute the appropriate intervention founded on your analysis.