Skills Audit



Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design.

A successful Training Needs Analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use.


Knowledge, Skills & Abilities:


Today's workplace often requires employees to be independent thinkers responsible for making good decisions based on limited information. This kind of work may require training if the employee does not have these skills. Below is a list of various competencies that employees may be required to possess to perform their jobs well.


  • Adaptability
  • Analytical Skills
  • Action Orientation
  • Business Knowledge/Acumen
  • Coaching/Employee Development
  • Communication
  • Customer Focus
  • Decision Making
  • Fiscal Management
  • Global Perspective
  • Innovation
  • Interpersonal Skills
  • Leadership
  • Establishing Objectives
  • Risk Management
  • Persuasion and Influence
  • Planning
  • Problem Solving
  • Project Management
  • Results Orientation
  • Self-Management
  • Teamwork
  • Technology


Are any of these KSA's required before the employee is hired? Are the required KSA's included in any job postings or advertisements? Do they need to be?


Benefits of a TNA/ Skills Audit conducted by HR101:


  • Development of High Performance workplaces through engagement & participation
  • Part of succession plan to identify competence, capability and potential
  • Determines key performance and business needs to be addressed that will achieve results
  • The development of training strategies appropriate to the organizational structure, culture and geography of the enterprise in conjunction with effective change management activity to ensure the goals of the training are delivered and achieved
  • Build credibility for the development process with all stakeholders
  • Demonstrate the proof of alignment between the development and HR programs, strategic objectives and operational goal
  • Expert assistance with a fresh approach for innovation
  • During organizational or role change, training needs analysis plays a major role in identifying competency and behavioural requirements
  • In evaluation of your own recent training projects there may be a requirement for a change in initiatives which requires a fresh analysis to measure the extent to which employees have enhanced and the organization has benefited
  • Earn respect of senior management for implementing solutions that make a difference
  • Identification of gaps and/or existing solutions not immediately evident.
  • Identification and evaluation of current performance gaps between people, strategy, behavioural and processes