Staff skills assessment
A staffing skills assessment can help you identify skills gaps in your business. Your current staff may have skills that you weren't aware of, or staff who have the capacity to take on additional responsibility with more training. Or you might identify a need to employ a new staff member.
When you conduct a staffing skills assessment, you should consider the skills across your business, rather than just looking at individual staff. You should also consider your future staffing requirements and think about what skills are the most important in meeting your business goals.
The following are some useful tools for identifying skills gaps and training needs.
As part of your staffing skills assessment, look at your existing business documents. Review your business goals and work out what skills staff need for certain roles or tasks.
Start a staffing skills assessment by interviewing your staff. This will help you understand which areas are working well and which ones need improvement. Interviews can help you work out which staff are keen to take on more responsibility, and who could benefit from training — either to update the skills they need for their current job or to help them with their career progression.
Performance reviews help you work out how well your staff are meeting the expectations in their job description. Conducting performance reviews gives managers and staff a good opportunity to communicate freely and address any issues.
You can also use staff performance reviews to reward good performances and identify what training staff may need before they can be promoted.
Career planning and development
Career planning and development benefits both you and your staff. Your business will benefit from qualified, capable and experienced employees who are available to take on more skilled and responsible roles when required.
Staff will benefit from identifying their career goals, possible future job opportunities and personal improvement requirements. Career planning and development should be part of the performance appraisal process. Read more about developing staff through mentoring.
Recognition of prior learning (RPL)
RPL is a way to recognise staff skills and knowledge, regardless of whether they were attained through formal training or on the job. RPL can be used to achieve official qualifications. It benefits staff by improving their qualifications and boosting morale. It can also benefit your business by helping to keep good staff and improving your reputation by having a more qualified workforce.
Find out more about how recognition of prior learning may benefit you and your staff.
You might also consider:
- observing and evaluating staff members while they are performing their job
- conducting surveys and skills questionnaires to capture employee information
- holding group discussions with employees and supervisors.
- Read about Jobactive, an Australian Government initiative helping you find the right staff for your business.
- Read more about training staff.
- Find out about your legal obligations when training staff.
- Learn about CEED Program Qld - linking students with industry.
- Read about Advance Queensland's innovation funding and support programs.
- Contact TAFE Queensland and universities to find out what training courses and programs they offer.
- Learn about training provided by members of the Independent Tertiary Education Council Australia.
- Find out about training, funding and incentives for employers.
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