Dgm - Hr
Hr Professional
Dy Manager
Life Skills
+1 Other

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Hi All
I need an urgent suggestion from you......We are Auto Ancillary company..wherein we are on a process of upgrading skills of the Production Supervisors...Upgrading their Management skills etc...
We have conducted written test of all the supervisors and graded them...Nw we have to analyse the gap...and make a plan..
Please help me to prepare the action plan for the same....
Itz very urgent and I need help.......
Thanks & Regards

Dear Friend,
Please clarify the following, that I could try suggesting something!!
On what aspect did you test your production supervisor?
How did you grade them?
What excatly is your requirement from the exercise?

Skill gap analysis is an activity where in you should tabulate the required skills on all three fronts - Technical, managerial and Behavirol part for each and every psotion and then against the required skills what are the skills each individual is having (that too on 1 to 5 scale ) once that part is completed and when you got the complete picture (ie., skil gap ) then sit with HOD and identify the training need, prepare the training calender / coomunicate and organize training. You should not forget to follow it up on monthly basis where the employee stands and how is learning and improving his related skills. How fast the employee learns the gap reduces and also becomes skilled employee and ready for higher responsibilities.
Thanks and regards - kameswarao

Dear Chandru
We are actually finding out at what level they are presently..Gave some general check whether they are aware of their JD...Behaviour of the operators and senoirs with them....and how much cooperative they are ..How they handle critical situations etc....Even then we found out most of them are unaware of the situation or scared of giving realistic answers...
We are conductiong the process to upgrade or degrade them..Wht should be done next is my question...
Thanks and Regards

You will get vague answers for such exercise. Please frame the questions where you get the clear answers. For ex. for job profile, questions can be framed like: Do you have written job profile. When was it last updated.
To counter the feeling of fear, employees need to be communicated on purpose of this exercise and its benefit to them.

Not able to understand "upgrade or degrade them". Skill gap analysis is training and learning initiative. For upgrading of degrading you need to use performance management tool.

Written test would cover only the knowledge part of the competency.
Have you measured the skill/competency level of your supervisors in the previous year? If so compare the present level of skill with the previous year.
You have to determine various levels to assess these gap.

Other than this, have u tried to gauge their attitudinal they take their much they r much sincerity have u been able to capture their hearts..coz this is heart over the head which can do wonders...

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