You and your staff have so many projects to get off the ground, let the experts at Skill DB Pro help you implement your next skills audit. You will have a dedicated resource, with expert knowledge, focused on making this one task successful.
A Skills Audit is a “snapshot” of the actual skills and knowledge of your employees at a particular point in time.
Using Skills DB Pro you can conduct a Skills Audits to determine your organizations skills levels and associated skills gaps. Skills DB Pro consultant will help you collect and collate skills audit data and information and present it to in a variety of reports and analysis.
How it works:
Skills DB Pro will help you analyze:
- Your current and future staffing needs – Demand Analysis.
- The staffing resources available to you – Supply Analysis.
- Any gaps between the two – Gap Analysis.
The goal of workforce planning using a skills audit, is to ensure that your organization can achieve its mission by having the right people with the right skills in the right places at the right times.
Skills DB Pro is the Perfect Tool to Implement your Audit.
At Skills DB Pro we will walk you through each audit process step by step. Giving you the spreadsheets, word documents, and strategies to implement the process quickly and thoroughly.
3 Key Stages to Performing a Skills Audit:
- Determine Skills Requirements
In order to determine skills requirements, an organization should identify current and future skills requirements per job. The end result is a skills matrix with related competency definitions. Definitions can be allocated against various proficiency levels per job, such as basic, intermediate and complex.
- Audit Actual Skills
The actual skills audit process is outlined above and involves an individual self-audit and skills audit. Results are collated into reporting documents that may include statistical graphs, qualitative reports and recommendations.
- Determine Development Needs and Plan for Training or Restructuring
Once skills audit information has been collected, an analysis of the results may be used for planning purposes relating to training and development and other Human Resource interventions. Recommendations are then discussed and agreed actions are implemented.