3 Steps for Completing a Training Skills Analysis

The key to planning (and spending) wisely on training for your staff and contractors is to conduct a training skills analysis (TSA) – this results in a list of the skills required to take your company forward and closer to your goals. A complete analysis considers likely training needs in the future as well as at the current time. Find out the possible consequences if you don’t do a TSA, likely benefits if you do and 3 key steps for doing it right.


No training skills analysis – the consequences


Many organisations feel they already know the skills the business needs and the skills their staff have, but in our experience, that sort of ‘gut feel’ usually misses the mark. The result is increased costs once the real training shortfalls are identified, usually at the very last minute. By then, the organisation has not performed as well as it could have and opportunities are missed. The other problem we’ve seen with this sort of ‘gut feel’ approach where the right questions aren’t asked, is that training ends up being too much, too little, too little too late, or simply the wrong thing altogether.


Training skills analysis – the benefits


A TSA allows you to ..
  • identify and close existing gaps between what your team is capable of and what your organisation requires of them in order to grow
  • locate key areas within your business where improvement is needed; and
  • focus on specific areas for training based on what the TSA shows.


Complete your TSA in 3 steps


Follow this simple 3-step process for your training skills analysis.
In Step 1, identify the skills your organisation needs by referring to the goals for your business that are documented in your business plan. What skills are required to ensure that these goals can be achieved? What are the top 3 activities that your business success relies on? They could be sales, production and customer service. What skills do your staff need in order to improve in these key areas? Remember to include ‘soft’ skills such as people management and communication skills, as well as ‘hard’ skills such as specific technical capabilities.


In Step 2, survey your current workforce in terms of their competencies and skills. Do they have the skills you have identified in Step 1? If so, are the people with particular skills in the roles where they can best contribute? In other words, are you using their skills and knowledge to the best possible effect? Could you up skill your team and achieve better results? And/or do you need to recruit new skills?


In Step 3, compare skills required (Step 1) with skills already on the ground (Step 2). The gaps or mismatches tell you the areas where your business will benefit from effective training.
Please contact Glass Skills Australia for advice or assistance with regards to your training skills analysis. We look forward to hearing from you.


Bob Carter, Former CEO Glass Skills Australia