What are the gaps in core, functional and role-specific skills?
What priority would you give each gap?
What types of things could you do to address each gap?
Who should be responsible for addressing each gap?
When do these gaps need to be addressed by, and what resources do you have to address them?
After you have identified the gaps, you will be equipped to develop a strategy for building your future workforce.
It is useful to document the specific workforce development activities that you need to do in order to grow the capability, capacity and productivity of your workforce.
When developing your workforce strategy, you should think about the areas that need to be changed, managed and developed. These will fall across the following focus areas:
How do you plan for and understand the current and future demands of your workforce?
How do you get the right people, and from where?
What are the different types of training and education opportunities that will meet your needs and the needs of staff?
How will you build a positive culture and workplace, and keep talented staff working for you?
How will you lead your teams and develop this capacity within the organisation?
You will have identified a number of workforce needs, including building up the capability of existing and new staff to do the work you need them to do.
Training is a great way of addressing performance and skill gaps. Engaging in a training cycle with your staff will ensure they develop where it is most beneficial for them and for the business.
Training is good for business when it strongly supports business requirements.
When a business has identified its skill requirements and is considering opportunities to train and upskill staff, there are a number of options to consider. These include:
Upskilling, cross-skilling and re-skilling programmes
Customised training programmes addressing the specific skill requirements of a business
Recognition of prior learning processes
On- and off-the-job learning opportunities
Shadowing, coaching and mentoring
Forecasting the capacity and capability of the workforce you think you will need.
Reviewing and evaluating the strategy you've put in place.