Manager evaluations: Supervisors or team leaders can provide insight into the skills their team members use in their roles.
Skills testing: Conduct practical tests or use tools that measure competencies in specific areas (e.g. coding challenges or marketing simulations).
360-degree feedback: Gather input from peers, direct reports, and supervisors to get a rounded view of each employee's abilities.
DMI Teams Skills Test: Reach out to our team to req db center uk uest a skills assessment, which will help evaluate and benchmark your employees' abilities, pinpointing specific areas where training is needed to enhance skills.
Example: Use a survey or questionnaire to find out what skills your employees think they need or want to refresh. Bear in mind that the level of skills will differ depending on the role so a matrix by role can be useful.
After you’ve gathered data on current skills and compared it to the required skills, you can begin to identify the gaps.
It may be worth doing this at a department and team level to see the bigger picture from an organizational perspective. Then you can do it at a role level as the required skills and importance will differ depending on what each person needs to do and their current skill level.
Steps to follow:
Create a comparison chart or matrix: List each role or team member alongside the skills they have and the skills they need. Highlight areas where there is a mismatch.
Assess Impact: Evaluate the impact of each skill gap on business performance.
Prioritize gaps: Based on the business impact, rank skills based on their criticality to organizational goals and urgency for development.
You can also use tools like Excel, Google Sheets, or skills management platforms to organize and visualize your analysis.