Employee Skills and Competencies Gap Analysis and HR Planning

To remain competitive, organizations must identify skills gaps and plan workforce development accordingly. This course trains participants to analyze existing skills, forecast future needs, and align HR strategy with business goals.

HOW YOU BENEFIT

• Identify current and future talent needs
• Design training and development strategies based on gaps
• Align workforce plans with strategic direction
• Improve talent mobility and succession

WHO SHOULD ATTEND

• HR and L&D managers
• Strategic planners
• Line managers involved in workforce development

DURATION

5 Days

COURSE MODULES

Foundations of Workforce Planning

• Strategic HR planning concepts
• Link to organizational objectives
• Workforce lifecycle mapping

Understanding Skills and Competencies

• Competency frameworks and taxonomies
• Types of skills: technical, soft, and digital
• Role profiling and job analysis

Methods of Skills Gap Analysis

• Surveys, assessments, and 360 feedback
• Skills matrices and heatmaps
• Task vs. capability comparisons

Competency Mapping Tools and Techniques

• Developing competency dictionaries
• Role-based skill requirements
• Aligning competencies to performance

Forecasting Future Skills Needs

• Labour market trends and industry shifts
• Technology and job role evolution
• Scenario and contingency planning

Data-Driven Gap Analysis and Reporting

• Using HRIS and analytics platforms
• Interpreting competency audit results
• Visualizing gaps for stakeholders

Training and Development Interventions

• Designing targeted learning solutions
• Linking gaps to learning outcomes
• ROI measurement on training

Succession Planning and Talent Pool Development

• Identifying critical roles
• Career pathing and bench strength
• Mobility and internal promotion

Integrating Skills Data into HR Strategy

• Aligning gap data with recruitment and onboarding
• Workforce upskilling and redeployment plans
• Linking to annual HR planning cycles

Embedding Continuous Skills Development

• Learning culture and reskilling readiness
• Employee ownership of development
• Evaluating and updating competency models