A skills gap analysis involves identifying the difference between the skills employees currently possess and the skills required to meet organizational goals.
For example, if an organization is transitioning to a digital-first strategy, a skills gap analysis might reveal that while employees excel in traditional marketing methods, they lack proficiency in digital marketing tools and techniques. This analysis helps L&D teams design targeted training programs to close these gaps, ensuring the workforce is equipped to meet future demands.
Another example of a skills gap analysis could be in the context of introducing a new software system across an organization. The L&D team might assess current employee proficiency in using similar software and compare it with the expertise needed to operate the new system effectively.
If a significant gap is identified, the organization can then prioritize training sessions to build the necessary skills, thereby minimizing downtime and maximizing productivity during the transition.
