Identifying skills gaps

Through assessment we get to know our employees and identify their skills and gaps. We’ll always have to grade people in some way so that a summary of their progress in an area of learning can be provided. Grading and categorising is a way of establishing what people / employees know and do not know so that we can bridge the gaps.

Assessment is about measuring and reporting. It is about diagnosing specific misunderstandings in order to make the learning process effective. It concerns the quality of teaching - changing ourselves as educators as well as facilitating change in the learners. Learning has to be optimal and result in practical outcomes. Without assessment procedures this becomes near impossible.

The identification of skills and performance gaps must be closely linked to the performance appraisal/management process. Training is not the only solution to performance and skills gaps. There are many possible solutions of which training is one. Training is also not always the most effective way of addressing a performance problem, as underperformance may be caused by many factors other than skills deficiencies.

Training should always be directly relevant to the skills the entity needs to be able to deliver the products and services required to achieve its goals and objectives.