ARE YOU ABLE TO MAKE STRATEGIC SKILLS DEVELOPMENT DECISIONS?
In an ever-changing world, forward-thinking businesses know that their success or failure lies in the competence of their people. Therefore, to stay ahead businesses need to develop a culture of continuous learning, catering for the now, while planning for the future.
Ask yourself this question. How strategic are your learning and development decisions? If you want your HRD function to be driven by a strategic intent, suitable intelligence needs to be on hand to inform decisions. With quality skills intelligence your training budget can be applied optimally across your business.
Traditionally, inputs from a manual skills audit or the PDP (Personal Development Plan) process have been used to inform HRD decisions. These techniques are very expensive and time consuming. A digital skills audit can provide you with detailed training needs intelligence at a fraction of the time and cost.
Furthermore, the digital skills audit tool can be aligned with the OFO codes, a requirement for SETA grant applications. It is also highly flexible and allows for a large level of customisation.
WHAT YOU GET
Employee Profile Data
This includes demographics, education, experience and other similar variables which are useful for submissions to your SETA.
Current Skills Gaps
Identify which technical or soft skills are both important and are not being completed effectively. This alone provides huge opportunity for using your training budget effectively and strategically by targeting areas that can have a tangible effect on your business operations.
Common Skills Gaps
Some skills gaps are unique to individuals where others are shared by a number of employees across business. Focusing on and developing these skills will have the biggest impact on your business.
Sometimes there are performance issues where the ideal response is not training related. Identifying these needs is critical because investing in training to address these issues may not have the desired effect. A conversation between employee and supervisor may be all that is required. Having this knowledge can help you save your training budget for more strategic areas.
Talent Management Insights
It is not enough to only understand what your current skills gaps are from an operational perspective. You also need to consider what skills your employees will need in the next five to ten years to effectively grow their careers and your business.
The skills audit also provides a ‘dipstick test’ as to how employees view training and development in your business. While this does not replace an employee engagement programme, it is a very useful tool to understand the sentiment in your business.
WHAT YOU NEED TO DO
Customisation of the Digital Skillls Audit Tool
Add your employee data to the skills audit tool.
The skills audit framework is customised based on the standard Organising Framework for Occupations (OFO) job descriptions and competency frameworks.
Communication to your Organisation
Manage employee expectations and set the tone.
• Employees are engaged and made aware of the skills audit.
• Emphasis is placed on the purpose of the skills audit as a tool for development and not performance management.
Adminstration of the Digital Skills Audit Tool
Give your employees access to the skills audit tool.
• Employees and line managers each receive an email providing access to the system, relevant instruction and a deadline for completion.
Completion by Employees
Prompt your employees to log on and complete their assessments.
• Buy-in from leadership will be essential in driving this process.
• This task runs in parallel to the review by the supervisor.
Review by Supervisor
Prompt each supervisor to log on and review their employees’ assessments.
• After each online assessment is completed, a supervisor will be required to review and validate the assessment.
• The purpose of this is to identify any areas where the employee and supervisor differ in opinion, in relation to an employee’s skills.
• This task runs in parallel to the completion by the employee.
Analysis and Reporting
Receive access to reports.
• Individual assessment reports are generated.
• A composite assessment report is created thereafter.
Receive a verbal explanation.
• The composite assessment report and strategic skills development plan are discussed with key stakeholders.
Feedback and PDPs
Share what is uncovered.
• Feedback is provided to employees on their individual assessment reports.
• At the same time PDPs, including learning and development and career growth plans, can be conducted.
AFFECT OTHER CHANGE
Completing a digital skills audit produces valuable information that can be used in other HRD processes:
Personal Development Plans (PDPs)
The skills audit outcomes can feed into a PDP process. Often PDPs represent a wishlist without being tied to operational needs. Running a PDP process through the lens of a skills audit findings is very useful for focussing training spend.
Understanding the supply of skills in an organisation is required to effectively plan for growth into key positions.
The data from the skills audit is stored in a manner that makes the completion of mandatory grant submissions significantly easier.
Custom analysis can be performed on the data produced by the skills audit. This can help inform important strategic decisions.
DIGITAL SKILLS AUDIT BENEFITS
1. Implement easily and effectively
2. Customise to align with your business
3. Identify skills gaps in your employees
4. Utilise your training budget more strategically
5. Simplify your other HRD processes
6. Gain insight into employee understanding
7. Plan for your future growth