Skill Gap Analysis

About Skill Gap Analysis

LMS is the next step in closing skill gaps. It helps in figuring out what your workforce doesn’t know and provides solutions to deliver effective training material. It’s cost-effective and can have long-term financial benefits like –

1. Improved employee retention

2. Higher productivity

3. Greater return on your training investment

Read more in Groups FAQ

How LMS helps in reducing skill gaps?

Use an LMS to Identify Knowledge Gaps – LMS platform includes a built-in reporting tool. This can show where knowledge gaps exist. The manager has access to can see courses that employees have completed. This will help in deciding what material should be added next and what may need to be improved or removed from your training program. This information is also used to create refresher courses or new programs that allow seasoned employees to develop their skill sets.

Make Learning as Accessible as Possible – Due to mobile learning, training can be done from anywhere. And that’s what many potential hires want. Greater flexibility allows employees to train whenever is most convenient for them, which makes them more likely to complete courses and pursue new skills.

Celebrate and Reward Achievement – Give employees reason to work through training content with gamification. LMS platforms offer this feature. Leaderboards create a sense of friendly competition, while awarding points and badges measures success.

Give Workers a Choice – eLearning system include choices which give employees a sense of autonomy. They can choose the direction of their learning, which provides them with control. Participation in the process increases motivation and engagement.

Foster a Culture of Ongoing Learning – A business that has a culture of ongoing learning is more likely to close skill gaps. Reward employees for reaching their training goals and furthering their career paths. This should happen from the top down and include learning and development staff and managers as well as employees.

Onboard Employees Faster – Executives believe that the onboarding process should take as much as a year while others think it should be as short as possible. It takes time to get new hires up to speed. That means even if a candidate is hired to fill a knowledge gap, the company has to wait for them to get through the process. eLearning allows employees to work efficiently, but at a comfortable pace, so they get the most benefit out of their initial training in less time.

Increase Job Satisfaction – The more employees you keep, the fewer skill gaps you will have to deal with in the long run. A 2019 LinkedIn Workplace Learning Report revealed that 94% of respondents would stay with a company longer if more resources were invested in learning. Turn your business into a highly desirable place of employment, and skill gaps will start to fill themselves.

Harness the Power of Microlearning – Microlearning can be used to teach and reinforce soft and hard skills. This method delivers bite-size pieces of information that employees can digest quickly. LMS platform include tests or quizzes that check for areas of difficulty, then delivers additional microlearning sessions to strengthen knowledge retention. This can lead to a broader skill set for each employee in less time.

User Flow

1. User Workflow.
   1. User Logs in for First Time.
   a. User Logs in.
   b. A form Pops-up, which asks user for his Designation.
   c. After the user fills in his designation, He is shown a list of competencies aligned to his Designation. (The designation is linked to a learning plan)
   d. User rates himself in all competencies (out of 5). If Manager Rating is enabled then user will have to wait until manager’s rating for the result.
   e. Once the user receives a rating, he’ll be shown a result in form of a spider web diagram where he can see competencies and his rating against them. For each rating a course is assigned. (Set by admin). The User can click on the competency to see what courses he needs to complete to achieve higher rating.
   f. He can then see courses which are linked to certain competencies and enroll himself into these courses.
   2. General User Workflow.
   a. User Logs in.
   b. He will be shown a menu of Skill Gaps in Left Nav.
   c. On Clicking, he can see his spider web skill gap report.
   d. He can enroll himself in courses which he wishes to complete to attain a higher rating in competency. On completing the courses, the user will receive a higher rating associated to the courses. Rating can be updated by Manager as well depending on Job results.

Admin Flow

Admin Side Workflow.
1. Setting up the Skill Gaps.
a. To setup a Skill Gap Assessment for a particular designation, an admin would have to first create a set of competency framework.
b. For every Competency admin will have to assign at least one course or he can assign 1 course to each rating, which user will have to complete in order to attain a competency or in case of multiple courses, user will have to complete all courses to attain higher rating in competency.
c. Admin has to create learning plan for every designation that he wishes to configure the Skill Gap Assessment.
d. Once a learning plan is created, he’ll get an option to link it to a designation.
e. Admin will have to choose between self-rating & Self + Manager Rating. In the later, manager’s rating will be considered as dominant over self-rating.
f. Admin will have to set a minimum rating to qualify for a competency for user. (Not for Individual Competency, In general)
g. Lastly, Publish a Skill Gap Assessment.