How to identify skills gaps and build a workforce ready for tomorrow

1. Assess current skills across the organization

It’s essential to to get a clear picture of where you’re at—assess the skills that your organization currently possesses. This will help you get a solid understanding of where your organization stands before diving into any development initiatives. By getting a clear view of the organization’s current capabilities, you can pinpoint strengths to build on and spot growth areas. 

• Distribute employee self-assessments

  Start with a simple survey to self-assess an individual's skills. This interactive approach should focus on their strengths and areas where they’d like more growth.
  
  

• Dedicate time with their managers

  Managers know their teams well. Scheduling one-on-one sessions will provide valuable insights into what skills are present on the team.
  
  

• Utilize performance data

  Use the data you’ve got! HR tools can show trends and highlight areas that may lack certain skills.
  

It’s all about gaining a clear picture of your organization’s current skills inventory and identifying where there’s room for improvement.

2. Keep up with industry trends

Once you’ve evaluated the skills within your organization, the next step is to see what’s happening in the broader landscape. Staying informed about what’s happening beyond your organization helps you stay competitive and ensures your organization’s skills align with current demands. 

• What are the most in-demand skills within your sector? 
• Are there new technologies, tools, or processes that your competitors are utilizing?
• What qualifications or expertise are required for future success?

By understanding the skills landscape, you can anticipate future needs and start planning accordingly.

3. Align needed skills with strategic business goals

Whether you’re expanding into new markets, launching innovative products, or adapting to technological changes, your workforce needs to be equipped with the right skills to support these initiatives.

• Revisit the mission and vision

  Take a look at your goals. Are you expanding into new markets? Launching innovative products? Each objective will likely require specific skills.
  
  

• Establish departmental goals

  Break it down further. Each department will have its own milestones. Aligning skills here will drive those goals home.
  
  

• Start future-proofing

  Think ahead. What skills will keep us ahead a year or five years from now? Being forward-thinking will keep you ahead of the curve.

By aligning skills development with your strategic business goals, you can address gaps that affect future growth.

4. Embrace technology

Leveraging the right tools can make the whole process smoother and more precise. Many organizations now use HR software or skills assessment platforms that offer detailed insights into the current capabilities of their workforce. These tools can:

• Track individual and team performance metrics

• Highlight areas where skills are lacking or underutilized

• Recommend personalized training paths for employees

Utilizing technology allows for a data-driven approach to identifying skills gaps, making the process more efficient and accurate.

5. Invest in continuous learning and development

Time to turn insight into action and address the skills gaps you’ve identified! This step requires a strong commitment to professional development. Invest in upskilling initiatives through: 

• Creating a culture of learning

  Encourage curiosity. Promote continuous learning as a core value. This isn’t just about formal training; it’s about fostering an environment where everyone feels empowered to learn.
  
  

• Offering diverse training options

  One size doesn’t fit all. Some might thrive in online courses, while others prefer hands-on workshops or one-on-one mentoring.
  
  

• Setting up a mentorship program

  Pairing experienced team members with those looking to develop new skills can be incredibly effective. Everyone wins – mentors get to share their knowledge and mentees get personalized guidance.
  
  

• Providing a variety of resources

  Give access to books, subscriptions to industry publications, or memberships in professional organizations. Investing in these resources shows you’re committed to everyone’s growth.

When learning is a priority, a dynamic, flexible, and prepared workforce is created.

6. Monitor progress and be agile

You’re in this for the long haul, so it’s important to keep an eye on progress and be ready to adjust as necessary.

• Feedback loops

  Regularly check in with team members about how the training and development opportunities are working for them. Are they finding them useful? Could it improve?
  
  

• Performance metrics

  Use clear metrics to track progress. Are you seeing improvements in performance? Are you filling the gaps you identified?
  
  

• Stay agile

  As goals evolve, so too will your skills needs. Staying flexible ensures you’re always on top of the game.

Monitoring your progress ensures you’re always moving forward and adapting to new challenges.

Identifying and addressing skills gaps is an ongoing process. By staying proactive, embracing continuous learning, and investing in the right tools, you can ensure your organization is always equipped for the future.

Not sure where to get started? Skills Intelligence can provide you with all the right data to make strategic decisions for your workforce transformation, development, hiring, training, and upskilling needs. Contact us and find out how we can help.