The workforce has undergone significant changes over the past few years. From the move to new forms of working such as hybrid and remote to the widespread adoption of artificial intelligence, employers and employees face many challenges.
One of the most significant challenges is the skills employees require
According to LinkedIn’s ‘Workplace Learning Report 2024’, the necessary skills for jobs mobile number list have undergone a 25% transformation since 2015, and experts expect this number to double again by 2027.
The digital skills gap concerns many marketing leaders and teams as they need to leverage digital channels to raise brand awareness, drive traffic, and generate high-quality leads.
This means it’s important for decision makers and leaders to understand what skills their teams currently have along with the knowledge gaps. By understanding the skill areas that need strengthening, employers can provide effective training that empowers employees and helps drive business growth.
This blog shows you how to conduct a step-by-step skills gap analysis that you can compare to industry standards and competitors. It also provides examples and a useful template to use when conducting your own.
Define Your Organizational Goals
Before identifying any skill gaps. It’s crucial to understand your marketing team’s increase sales by integrating a contact center objectives and goals. These goals will help you pinpoint the skills your team requires to achieve success.
McKinsey & Company states that “identifying the areas where organizations need to improve. Their capabilities most is an important step in any change effort. Such a skill is helpful, particularly in times of cost cutting where limited training resources must be used to close. The critical competency gaps that prevent companies from meeting business objectives.”
Determine Essential Skills
” 40% of corporate leaders acknowledge that the skills gap has worsened in the past year ”
– The State of the italy numbers Workforce Skills Gap 2024’, Springboard for Business
The next step is to identify the key skills and expertise required for the organization to achieve its goals.
You can use several methods to gather this data which include:
Employee self-assessments: Ask team members to rate their proficiency in relevant skills through surveys, questionnaires, or performance reviews.