Skills gap analysis: choose where development is needed
A skills gap analysis compares current capabilities with what a team needs. It can concern an employee’s proficiency or the number of people who have a skill. These are different problems and do not always call for the same solution.
Skillmanager Pro brings proficiency gaps and capacity shortfalls together. Priorities can be weighted by importance, risk and strategic relevance. This helps explain why one shortfall needs attention before another.
Proficiency or capacity?
A proficiency gap is the difference between an assessment and its target. A capacity shortfall means too few employees meet the target. A high average can therefore still hide a fragile distribution of knowledge.
Example: Kubernetes
A fictional team needs three people with Kubernetes at level 4. Only one employee meets the target, leaving a shortfall of two people. Training one colleague will not automatically remove the whole shortfall.
Explain the order
A critical operational skill may need attention before a less relevant skill with a larger level gap. Use weights to support a human decision, and discuss the reliability of the assessments first.
Follow through
Choose an action and participants, assign an owner and schedule a review. Coaching by an expert can be an alternative to external training. Reassess afterwards to establish whether the gap has actually narrowed.
Free: 1 team, up to 6 users, 1 matrix and 4 development actions.