Skills Gap Analysis The purpose of a Skills Gap Analysis is to

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					Skills Gap Analysis

The purpose of a Skills Gap Analysis is to identify the skills a person needs but does not have
in order to carry out their work effectively.

A pre-requisite for an effective Skills Gap Analysis is an assessment of all the skills required by
an individual to carry out their work. These skills are the basis for the Training Needs Analysis.
Each skill becomes a question for which the individual indicates level of competence and
desire for training

In tuition uses Skills Gap Analysis in the following manner:

      •     Identify critical skills required for competence to be achieved for the job role
      •     Identify the individual’s competencies/skill level in using the Training Needs Analysis (TNA)
            questionnaire which describes each skill as a question
      •     Map competencies onto critical skills – this is the Critical Skills Gap Analysis
      •     Personal objectives are included in the assessment indicated by the delegate in the TNA.
      •     Generate a recommendation of what level of which course the delegate should attend in order
            to bring the delegate’s skills up to competent practitioner
      •     Display a graph illustrating the skills gap in an easy-to-understand manner

What is a critical skill?

In the context of work, a person’s role may be defined by the tasks undertaken to by the worker to carry
out the role.

The skills the worker brings to the tasks may be classed as critical and non-critical

A critical skill is one that if not present results in the overall task not being completed satisfactorily or at
all. It may be regarded as a hygiene skill – the lack of it causes problems but the possession of it
merely allows the work to continue.

A non-critical skill includes those that allow the task to be completed sooner, more professionally, more
smoothly or less expensively.

Some skills will appear to be either or both critical and non-critical. For different workers, doing different
jobs or the same job but in different contexts, a judgement must be made. Quite simply, if the person
lacks a skill but still does the job satisfactorily, then the skill is non-critical; if the person completes the
task but the outcome is unsatisfactory, then the missing skill is critical

What is a Critical Question

  •       Each question in a TNA covers a topic in the relevant course.
  •       The questions relating to critical skills are critical questions
  •       In tuition use the critical questions in our assessment of each delegate’s training needs.
  •       Provision is also made for requesting training in each topic, irrespective of the delegate’s
          response i.e. the delegate may respond “Capable” or “Very confident” to a question and still mark
          “Yes” to “Would you benefit from further training?”.

How is a training recommendation formulated?

Each course has a number of critical questions corresponding to critical skills. The ratio of critical
questions to the total number of questions results in a percentage – the Critical Skills Level. If the
delegate scores less than the Critical Skills Level in a course, a recommendation is made to take that

In addition, the number of requested topics is taken into account and added to the delegate’s results.

The combination of responses to critical questions and delegate’s requests result in the final

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