Organizational skill-gap analysis process
This barista’s got skills!…and I do love my coffee in a ceramic mug! I say no to coffee served in any other cups! (with exceptions of course, my coffee addiction still wins…)
In this article I am covering the essence of what an organizational skill-gap analysis is and how to start your first one.
In advance, I’d like to apologize for my growling voice as it was a little early when I recorded this. Maybe, I should’ve had my second cup of coffee!
Thank you for baring with me.
One important note:
Note that you can do this exercise at the company level or employee level.
When doing it at the employee level simply replace the core needed organizational skills by the job position skills requirements.
Let’s go! Hope you enjoy this recording and written guide to help you analyze your skill-gap situation.
Ask questions, comment anytime of course!
What is an Organizational Skill Gap Analysis Matrix?
An organizational skill gap analysis matrix is a structured framework used to identify and address discrepancies between the current skill set of employees and the skills required to meet the organization's goals and objectives. Essentially, it serves as a diagnostic tool that helps organizations understand where their workforce is excelling and where there are gaps that need to be bridged.
The matrix typically involves mapping out the required skills for specific roles, departments, or projects and comparing them to the actual skills possessed by employees. This comparison reveals "gaps"—areas where employees lack the necessary expertise or proficiency. These insights enable organizations to design targeted training programs, hire strategically, or reallocate resources effectively to close these gaps.
By utilizing a skill gap analysis matrix, businesses can ensure their workforce is better aligned with their strategic priorities, foster employee growth, and improve overall efficiency. It is a key element in workforce planning, succession planning, and adapting to evolving industry demands. Ultimately, this tool equips organizations to stay competitive by proactively addressing talent deficiencies and maximizing their human capital.
