What Am I Missing?

Posted by Judy Fort on May 14, 2015

Financial Reports

What Am I Missing?

Identifying Training Needs Based on Skill & Competency Gaps

When working with employees, the first step in finding training for employees is determining what training they actually need. Sending employees to training for the sake of training has never accomplished anything worthwhile; sending employees to training that is focuses on the skills and competencies they are lacking is necessary for training to have any lasting effect. So, the first question anyone should ask to get this conversation started is: what am I missing?

A first step in making it easy for managers to answer this question is having job profiles which take into account the skill and competency libraries by including not only the skills and competencies required to hold the job, but also those gained by being in the job. This lays the groundwork across talent management, while making “knowing what you don’t know” possible. Thinking in terms of performance, a main goal of performance management is to support business strategies. One key way to do this is to ensure that employees have agreed-upon competencies, performance objectives, standards and priorities. Competency-based job descriptions set the framework for performance communications and measurement. In combination with standards for performance of these competencies, this makes it possible to find, through performance, where employees are falling short and need training to bring them up to the right level.

As a part of career development, performing a gap analysis for both new hires and existing employees enables managers to identify gaps to fulfill present requirements in an employee’s current role, as well as identify gaps to fulfill career path roles that an employee is looking to move into. In addition to these areas, managers need to be able to perform competency fit evaluations on their employees. Both competency fit and gap analysis should provide employees with the ability to build development plans around skills and competencies individuals need to improve.

Skills and competencies should also play a role in how you identify successors. Having a profile for employees that highlights the skills and competencies they have helps provide the ability to search on required skills and competencies. Having a common language helps you identify what a top performer looks like helps in looking for similar employees across the organization. In combination with career development and development suggestions associated with competencies, succession planning enables you to find and develop potential successors.

So, what are you missing?

How Can Talent Management Software be benefical to your company?