The skills gap is a challenge for many organisations; if you are not feeling it now, it’s probably coming to you at some point in the near future. However, making the big move on it seems to be a little bit more difficult.
According to recent studies (*Closing the Skills Gap, Wiley, 2019), only 48% of companies invest significantly to train their employees. Only 64% of employers believe that there is a skills gap in their organisation, but almost half of the HR leaders lack funds or resources to upskill their workforce.
Assessing the skills gap has been a key priority for employers (top priority in 2019 and 4th in 2020). While the majority acknowledge it and communicate the value of upskilling, there is still a lack of funding and resources internally to tackle the challenge. Talent is a scarcity in a competitive market, and the bill can become steep if you go only with the recruitment route.
Skills gap analysis can happen at two levels:
- Individual: you can identify the required skills for a specific position you need to evolve and compare it with an employee’s skill level. Usually, team leaders are in charge of this skills gap analysis level.
- Team or company-wide: you can assess whether a team or the entire organisation has the needed skills to be able to achieve the organisation goals.
Is the upskilling and reskilling route a daunting task? We’ll be honest, it’s certainly not an easy journey… but we believe it’s one worth embarking on. Your organisation will be a lot more resilient to rapid change, and will be able to better respond to the challenges of today and tomorrow.
In a time where organisations are increasingly aware of the skills gap challenge, it’s important to have the right tools and to feel empowered to conduct a skills gap analysis. Although it may seem like a daunting task, the outcomes are worth it.
Get in touch with us to get started and enable you to identify the right learning opportunities to upskill and reskill your workforce. https://bit.ly/34mLCct
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