Detecting the segments where organizations need to improve their competences most is an important phase in any change effort. Competency gap identification tools are helpful predominantly at times of a cost-cutting period—where limited training resources are available to bridge the critical competency gaps that keep companies from meeting business prerogatives.
A good exercise is to let employees evaluate the existing skill set of their peers and estimate the skill level to be attained by their respective group in order to be effective. An additional advantage of this inclusive approach is that it enhances employees’ awareness of their learning requirements and helps break down any resistance to be open to learning new skills. The benefit of a Competency gap tool for assessment is to assess how effectively employees execute their duties, what employees are capable of realistically accomplishing, and how those capabilities are aligned to the needs of the company.
Competency Gap Identification Tool?
But first things first; one needs to know which competencies are significant, both at an individual and overall organization level. This is achieved best through a review of your workforce by means of a survey that typically centers around two questions: what tasks must be executed in order to attain success in your role? And, what would an individual need to know, be or do to exact that result?
After you’ve compiled these results, you’ll produce a set of agreed-upon competencies for each role in the organization. The next step is to determine if each worker’s capabilities stack up to the requirements.
You could put this into motion by simply fashioning a questionnaire asking employees to rate their abilities individually. Noticeably, that’s not perfect though, in that people in general have a tendency to exaggerate their aptitudes, so a more effective method can be to have a 360-degree assessment conducted.
Addressing the gaps your assessment uncovers through the effective integration of a competency gap identification tool is the next step in the process. When an employee is found to be lacking in a specific area, a good idea is to allow them to share the responsibility of overcoming that shortfall. That is, getting them to help define and manage the process themselves. This might involve the employees assigning their own objectives and coming up with a personal growth plan that they commit to shadow.
Such a plan might comprise of attending a structured training course or in-house mentoring by already competent employees competent in that scope of work. Considering recognition, extra compensation or attaching rewards to the achievement of those objectives – thinking about what would encourage that specific individual and using that as the carrot could also be seen as a potential solution.
Managing a company-wide competencies assessment is a complex task. Competency gap identification tool can make things much easier. Further, technology used well in conjunction can restructure processes, assess your data, save a significant amount of valuable time and give you a correct image of the competencies existing across your workforce.
Equipped with these insights in your skillset, planning learning and development strategies coupled with any strategic hiring, to get you where you are required to be to guarantee the competitive success of your company is another way of saying that the sky is the limit. Using standardized assessments to measure the competencies and integrating the results in the competency gap identification tool is an effective way to measure competency gaps.