Competency Frameworks for Skills Audit

“How do I know what skills I have in my organisation to meet its’ day to day operating, strategic and compliance needs?”

This question is often difficult to answer because of the diverse skills held across the workforce and the influence of constant change on the organisation, requiring both formal and informal skills development, over time.

This can be further complicated by the knowledge that a skill gained some time ago, perhaps through qualifications, may not still be current in any one individual. Unless a skill, behaviour or knowledge is used regularly it is not going to be maintained at any level and so the skills become perishable, if you don’t use it, you lose it. Therefore, regular skills audits are essential and particularly so amongst those occupations concerned with safety, or financial compliance.

A job or role description may contain a range of skills required for effective fulfilment of the job but we often find that that job descriptions are not current. We have all been guilty of basing a new job description on an existing one without fully considering all the changes that our organisation and the role have undergone over time. This leads to out-of-date roles and related skills and a failure to consider future requirements.

It’s only possible, of course, to carry out a skills audit if you are aware of what skills are required in an organisation at any time. A well maintained competency framework can help to identify those skills because it will be linked to the short-term and long-term organisational needs.

Following the skills audit you can then identify skills gaps and/or resource gaps and use a competency-based development or recruitment approach to fill them.

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