How do we identify our Competency Gaps?

When you see things are not happening according to the desired way then you would also be able to see the reason of the GAPs and also the lacking areas would be highlighted.  Self concentration and accountability of your ownself is a very positive sign to find out the GAPs.  Accept it with positive attitude and open heart.

Competency gap is the difference between the current competency level (CCL) of your employees and the required competency level (RCL).

In order to identify the competency gap of any employee, it is necessary to determine the following:

• The types of competencies required to perform the job well,
• The required competencies level required of the employee.
• Industry competency standard for each of the position in the organization.

We designed and implemented the standard competencies as per the position and at the end of the year their performance is being measured against the standard. It is suggested to define the Competencies and it various standards (acceptable definitions) and then it helps to review the individual.

The  difference between current competence and the expected / required competence will determine if there is a gap and how huge it is. 

Knowing this, the Manager can work out ways to redesign the competence expectancy level after measuring his staff competence level and suggest improvement accordingly.

How do we identify our Competency Gaps?

dear amal, 

Competency assessment is essential in the process of building an employee’s career development plan. One of the critical elements of performance management is coaching people to develop the skills that may be holding them back from realizing success and eventually moving up the corporate ladder. This process is traditionally tied to an assessment of the individual’s skills gaps – assessed against specific competencies, that the organization believes are valuable. Individuals, managers and HR administrators can each evaluate gaps against the current job or a potential position and devise development strategies accordingly.

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 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 simple5-level scale to estimate your professionalism in each competency you have identified. Now see where you score below3 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.

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 better 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!

To identify your competency gap, followings are some of the points to look at:

1. Firstly, prepare the standard job description as per your designation and area of responsibilities.

2. Review the definition of core competency for that position.

3. Use the worksheet to assess your competency development for any competency.

4. Use the scale to rate your level of competency development, and explain your rating in a written form.

5. Consult with your supervisor/Unit head to justify the gap.

This gap is identified when the superior's rating is less then the desired rating for a particular skill.

If the superior's rating is lower then the desired rating, then that skill is termed as Training Needs Identified and then that employee is given training for that particular skill

through, trial and error, compare/ contrast and positive feedback.  

There are special tests to identify gpas in different competencies. These should be part of the HR development plans and we should not wait until such gaps are identified by performance problems. Some of these must be done before hiring to ensure that we are hiring the right people for the job in hand.