Do you know what it takes to conduct a skills audit? Naomi Kleynhans provides an overview of the milestones for conducting a best practice skills audit.
by Naomi Kleynhans
ABOUT THE AUTHOR Naomi Kleynhans is a senior implementation consultant responsible for skills audits at CBAR Systems and can be contacted at Naomi@cbars.co.za , on (011) 315 0355 or visit the CBARS website at http://www.cbars.co.za/ .
Background There are certain misconceptions about skills auditing, although it is hard work, conducting a proper skills audit is rewarding. It is a pity however, that organisations conduct these as a once off exercise and then shelve the results. Skills auditing is an ongoing process which is at the heart of both the training and development programme and the talent management function. Conducting a skills audit is not one of those tasks that can be done quickly and ticked off your talent management and skills development to-do lists. You must be well prepared and plan accordingly. Problem areas might be addressed by asking:
What should be done;
What realistic time frames must you put in place; and
What pitfalls can you expect?
Two critical elements which are often discounted but need addressing are:
Development of competency profiles; and
Milestones in the Skills Audit Plan The table below lists the project milestones for conducting a skills audit. Take note that the ‘recommended minimum time frame’ can be misleading both in terms of the amount of work needed and the difficulty and obstacles that can be expected. The areas that need special attention in terms of time and specialised resources in your project plan in the Critical Indicator column, are marked.