We want to be competent in everything we do. We spend years, trying to get a degree in one or more disciplines. However, one day, we suddenly realize that something is wrong. We fail to cope with even the simplest workplace tasks, and the employer does not look very satisfied with our work. This is when, most probably, for the first time in our lives, we suddenly realize the importance of being competent. This is when we suddenly understand how important it is to be able to identify and close the existing competency skill gaps.

What is competency? We often take its meaning for granted. However, a competency is a complex set of the knowledge and skills needed by employees to successfully cope with their workplace tasks. Competencies may include one’s talent or can be limited to the skills and knowledge acquired during one’s lifetime. Organizations must constantly analyze the talents and competencies of their employees, to make sure that their skills match the changeable workplace requirements.

Every employee must be able to define his/her competency gaps. The process is quite simple and straightforward. Begin with identifying the most important skills and knowledge required to do your job well. You can review the organizational policies or industry standards pertaining to your job. Try to be detailed in your competency gap analysis. Do not limit yourself to general competencies. Make sure you identify the most general competencies related to your job, as well as the specific competencies that are required at your level of professional performance. Also, take a look at the competencies required in your industry or business field. These may differ from the competencies required in other businesses and organizations.

Now check your competency and its level. Use a simple 5-level scale to estimate your professionalism in each competency you have identified. Now see where you score below 3 and try to see which competencies are still missing. For example, you may see that your organization needs a HR manager with a good knowledge of finance. You may be good at HRM but lack appropriate financial management skills. This is where you find a competency gap you need to close. This is where you start your journey to personal and career growth.

Some organizations use HRD software to identify competency gaps. The use of HRD software reduces the time and costs of competency gap analyses. However, only the most professional HR managers can use this type of software. The fact is that the information use for this type of software must be appropriate and accurate. HR managers should think twice before entering this or that piece of information into their HRD system.

SkillsDB allows you to search for qualified individuals who have skills needed for certain jobs or projects. Identify gaps where no one has the necessary skills. Identify training needs so that training plans can be created. Provides a basis for discussion with individuals for career development. Lastly it include a skills management platform and training management feature which allows you to schedule, track, and report on your staff’s training activities.

With just a few mouse clicks you can track resource/employee skills, measure performance, search for people, find skill gaps, review analytic reports, and more!

Improve your skills and develop new competencies through training and participation in personal development programs. There is no better opportunity to develop and improve existing competencies than training programs. Organizations invest millions of dollars in the development programs that enhance employee competencies and skills. Find a program that meets your needs and matches your expectations, and you will never regret it!

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