Blog Post

6 way to identify the skills gaps in your organisation

1. PEST analysis to identify potential changes in the organisations environment; the Political, Environmental, Social and Technical (PEST) drivers for change. With these in mind – what knowledge, skills and capabilities will be required, why and by when; can these be developed or should they be brought in?

2. SWOT analysis to consider the organisation’s strengths so they can be built on; the weaknesses so they can be addressed through development or other means to take advantage of opportunities arising and tackle any threats productively.

3. Performance management discussions provide the ideal opportunity to review achievements, agree future targets, identify development needs and plan how they may be met

4. Monitoring good practice as part of managing your area – consider what skills people demonstrate in areas like yours, what breadth and depth of knowledge do they have; what do adverts require for people doing similar jobs to those for which you are responsible; what should you be expecting of your people and those on whom you depend in your organisation?

5. Collection of feedback – what themes or points have been fed back to you or your area e.g. from customers or suppliers; what are the good bits and what indications have you had that things could be done more effectively or efficiently; what further information do you need and what are you going to do about it?

6. 360° feedback – a formalised process for gathering feedback from colleagues

Need help identifying the skills gaps and how to fix them? Contact Montpellier to see how we can help.