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  • Skill Audit Process

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    A skills audit identifies employees' current skills and compares them to the skills required by the organization now and in the future. This allows the organization to determine any gaps or surpluses in skills. The main purposes of a skills audit are to identify the skills the organization needs and currently has, and to determine training needs so the organization can improve skills. The outcome is a skills gap analysis that enables the organization to provide appropriate training to address identified gaps.

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    A skills audit identifies employees' current skills and compares them to the skills required by the organization now and in the future. This allows the organization to determine any gaps or surpluses in skills. The main purposes of a skills audit are to identify the skills the organization needs and currently has, and to determine training needs so the organization can improve skills. The outcome is a skills gap analysis that enables the organization to provide appropriate training to address identified gaps.

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    1K views2 pages

    Skill Audit Process

    Uploaded by

    thrinad
    A skills audit identifies employees' current skills and compares them to the skills required by the organization now and in the future. This allows the organization to determine any gaps or surpluses in skills. The main purposes of a skills audit are to identify the skills the organization needs and currently has, and to determine training needs so the organization can improve skills. The outcome is a skills gap analysis that enables the organization to provide appropriate training to address identified gaps.

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    SKILLS AUDIT

    INTRODUCTION

    A skills audit is a process for identifying employees’ skills and comparing


    them skills required by the organisation now and in the future so that the
    skill shortfall or surplus can be determined and addressed

    The main purpose for conducting a skills audit in an organisation is to


    identify the skills and knowledge that the organisation requires, as well as
    the skills and knowledge that the organisation currently has.

    Skills audits are also usually done to determine training needs so an


    organisation can improve its skills and knowledge. However skills audits are
    also completed for other reasons such as restructuring and deployment.

    The outcome of the skills audit process is a skills gap analysis. This
    information will enable the organisation to improve by providing the
    appropriate training and development to individuals to cater for the
    identified skill gaps. The skills audit process will also provide information
    which can be used for purposes such as internal employee selection and to
    ensure that the correct person is deployed in each position.
    ACTION PLAN

    GOAL STEPS

    Agreement on the objectives of Discussion and agreement on project outcomes


    the skills audit and the expected
    outcomes
    Investigation to identify key Review business goals
    competencies and Review job descriptions
    analyse the organisational context Review organisational structure
    and strategy in relation to the Review future business plans
    objectives of the skills audit.
    Communication Workshop with key people to confirm key
    competencies and to agree broad process
    Communicate purpose and process to all staff
    members
    Competence profiling Prepare a profile for each job
    Individual audits (by self, Plan a meeting with each employee to gather
    consultant and/or panel evidence of competencies in relation to the key
    organisational competencies and the job
    competence profile
    Application Prepare a skills gap analysis
    Feedback Present the skills gap analysis to management and
    training committee/shop stewards and discuss
    next steps
    Give feedback to individual staff members
    Train managers to use the skills audit process
    Reporting Prepare a formal report and compile the
    Workplace Skills Plan

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