Skills Gap Analysis - UK Commission for Employment and Skills

4
1. Introduction
Asset Skills is one of 21 Sector Skills Councils (SSCs) representing five sectors in the UK: property
(including planning), housing, facilities management, cleaning and parking. Businesses in these
industries share the goal of ensuring the environment in which we work, live and play is developed,
managed and maintained to the benefit of all.
To achieve this goal, employers within the Asset Skills sectors must ensure that their employees
have the necessary knowledge, skills and experience required to undertake their duties
competently. This can be ensured by embracing the concept of a skills gap analysis. It allows
employers to highlight the areas where employee skills may be lacking and thus informs them on
any gaps that need to be rectified.
In recent years, workplace efficiency has become a priority for employers worldwide due to the
global recession and the cost cutting measures that have been implemented as a result. Completing
a skills gap analysis allows organisations to stay on top of employee development, channel their
resources effectively and adapt to future skills demands.
Employers can use a range of different approaches following their skills gap analysis to facilitate
appropriate employee development and training plans. For example, relevant on the job training or
continuing professional development, to membership of professional bodies and attainment of
career related qualifications (Asset Skills Barometer, 2011).
To support employers in implementing a successful skills gap analysis, the Asset Skills Talent
Management Project Team has developed a toolkit designed to help employers conduct a skills gap
analysis. Having worked through this toolkit, employers will have reached the conclusion of their
skills gap analysis and should have the information available to develop a framework for the
implementation of talent management strategies to improve employees’ skill competencies.
The information presented will be of interest to individuals, providers, employers and others who
wish to assess the skills base of an organisation in the future. Further research work that develops
this theme will be undertaken through the ‘Asset Skills EIF2 Talent Management’ programme during
the period October 2012 to March 2014 (funded by UKCES).
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