Skills needs analysis

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[edit] Introduction

Skills needs analysis, also referred to as competence needs analysis, is a tool for determining employee CET needs. It provides information about which skills and competences are already available and in use, the current and future upskilling needs of different sections of the company, and which employees are suitable for development and where in the company they are located.

[edit] Facts

A training requirement may result from employees’ own desire to upgrade their skills to maintain their work ability or to access horizontal or vertical career paths. Training needs can also result from external or internal changes affecting the company. External influences include new legislative requirements, market changes or new products. Internal factors may include changes to corporate strategy or work organisation.

The training need expresses the variance between current status, the skills already present, and target status, i.e. the skills that the company needs. Analysis may also identify hitherto untapped employee capabilities.

Employee competences (professional competence, method competence and social competence) are recorded and evaluated using a skills matrix tailored to the individual company. This gives HR management, the works council and individual employees an overview of potential needs.

In practice, it is a good idea to carry out a skills needs analysis in combination with an age structure analysis. Where specific skills are in short supply, the risk of an employee’s knowledge being lost if he or she retires in the near future can be determined. In this case, intergenerational knowledge transfer can help ensure that this knowledge remains in the company.

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