1. Skills Audits

2. Why conduct a skills audit?

3. How to conduct a skills audit and identify skill gaps Scenario 1 You run an engineering company that has a workforce of 1000 employees. You’re participating in a tender to provide some components for a new submarine project.

4. How to conduct a skills audit and identify skill gaps Scenario 2 You run a financial services firm with 5000 employees. Your ability to compete is largely reliant on having a talented workforce.

5. How to conduct a skills audit and identify skill gaps Why would you want to identify skill gaps in these two scenarios?

6. How to conduct a skills audit and identify skill gaps In Scenario 1 it’s critical that you know the skills needed to deliver the components and whether your people have those capabilities. It’s too risky submitting a bid and quoting pricing without fully understanding this.

7. How to conduct a skills audit and identify skill gaps In Scenario 2, to continue to be competitive you need to be planning your workforce and skill requirements over the next 3 years. With the normal movement of staff in an organisation this size, recruiting as roles are vacated isn’t good enough. If perfectly suited candidates can’t be found, it puts the organisation at risk of leaving roles vacant or filling them with semi-skilled and inexperienced people. It’s much better to know where your gaps might be in 1, 2 or 3 years time.

8. How to identify the skill gaps? 1.List the roles within your organisation 2.List the skills needed for each role 3.Create a survey 4.Survey your workforce 5.Compile the results 6.Analyse the data http://www.cognology.com.au/learning_center/how_to_identify_skillgaps /