Hi everyone,
I am doing my MBA project on the topic "competency gap analysis." Is the skill gap analysis similar to competency gap analysis? Please give me some suggestions on this topic and how it can be done. It was really helpful for my project.
Thank you
From India
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I am doing my MBA project on the topic "competency gap analysis." Is the skill gap analysis similar to competency gap analysis? Please give me some suggestions on this topic and how it can be done. It was really helpful for my project.
Thank you
From India
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Dear Himabindu,
Competency gap analysis and skill gap analysis are the same. This gap is identified when the superior's rating is less than the desired rating for a particular skill. If the superior's rating is lower than the desired rating, then that skill is termed as Training Needs Identified, and the employee is given training for that particular skill. I am also attaching a Competency Mapping Dictionary which can guide you for your project.
From India, Mumbai
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399Competency gap analysis and skill gap analysis are the same. This gap is identified when the superior's rating is less than the desired rating for a particular skill. If the superior's rating is lower than the desired rating, then that skill is termed as Training Needs Identified, and the employee is given training for that particular skill. I am also attaching a Competency Mapping Dictionary which can guide you for your project.
From India, Mumbai
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Hi,
The simplest way to do this is to list out the skills/competencies needed for a job and then independently evaluate the skills/competencies of people doing these jobs. Develop a rating mechanism to grade this skill level, and you can identify the gap.
In progressive companies, this is an ongoing exercise as people and roles also grow. Hence, this should ideally happen quarter on quarter instead of an annual exercise. The gap can be filled either by training or by redeployment (many times you have the right people in the wrong jobs).
You should start by developing a set of questionnaires that can help you collect information on the required and existing skills.
Thanks,
Subramani
From India, Mumbai
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The simplest way to do this is to list out the skills/competencies needed for a job and then independently evaluate the skills/competencies of people doing these jobs. Develop a rating mechanism to grade this skill level, and you can identify the gap.
In progressive companies, this is an ongoing exercise as people and roles also grow. Hence, this should ideally happen quarter on quarter instead of an annual exercise. The gap can be filled either by training or by redeployment (many times you have the right people in the wrong jobs).
You should start by developing a set of questionnaires that can help you collect information on the required and existing skills.
Thanks,
Subramani
From India, Mumbai
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Here is a ppt on competency mapping which might be useful.
From India, Calcutta
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From India, Calcutta
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Dear Bindu,
Skills Gap and Competency gap are interchangeably related. However, Skill Gap mainly focuses on a specified activity. For example, being proficient in Excel or PowerPoint shows how effectively one can perform these tasks, leading to tangible results such as the ultimate report. In this context, we observe two key points: 1) Knowledge is a learned ability, intangible in nature, while skill is acquired based on knowledge, highlighting a close association between the two. 2) Skills provide visible outcomes.
Now, let me explain the difference between Skill Gap and Competency Gap.
Skill Gap pertains to specifics: Actual Vs. Desired
For instance, Oracle 8i may be a required skill for a Software Engineer, with a rating comparison as shown below:
Actual Desired Gap
Engineer 2 5 -3
Sr. Engineer 3 6 -3
Each role needs defined ratings (e.g., Basic, Standard, Advanced, Expert) along with clear definitions.
Conversely, Competency encompasses not only skills and knowledge but also attitudes, motives, etc. Attributes to be considered include Functional/Technical Competencies, Functional/Generic Behaviors, and Leadership/Managerial behaviors.
Competency mapping aims to enhance performance by leveraging skills and knowledge effectively.
While this overview may not be exhaustive, it should provide some assistance for your query.
Regards,
Srinivas
Email: gs_rao1971@yahoo.co.in
Hi everyone,
I am working on my MBA project focused on "competency gap analysis." Are skill gap analysis and competency gap analysis similar? I would appreciate any suggestions on this topic and insights on how to approach it effectively for my project. Your assistance will be invaluable.
Thank you.
[QUOTE=himabindu.penmetsa;1412174]
From India, Hyderabad
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Skills Gap and Competency gap are interchangeably related. However, Skill Gap mainly focuses on a specified activity. For example, being proficient in Excel or PowerPoint shows how effectively one can perform these tasks, leading to tangible results such as the ultimate report. In this context, we observe two key points: 1) Knowledge is a learned ability, intangible in nature, while skill is acquired based on knowledge, highlighting a close association between the two. 2) Skills provide visible outcomes.
Now, let me explain the difference between Skill Gap and Competency Gap.
Skill Gap pertains to specifics: Actual Vs. Desired
For instance, Oracle 8i may be a required skill for a Software Engineer, with a rating comparison as shown below:
Actual Desired Gap
Engineer 2 5 -3
Sr. Engineer 3 6 -3
Each role needs defined ratings (e.g., Basic, Standard, Advanced, Expert) along with clear definitions.
Conversely, Competency encompasses not only skills and knowledge but also attitudes, motives, etc. Attributes to be considered include Functional/Technical Competencies, Functional/Generic Behaviors, and Leadership/Managerial behaviors.
Competency mapping aims to enhance performance by leveraging skills and knowledge effectively.
While this overview may not be exhaustive, it should provide some assistance for your query.
Regards,
Srinivas
Email: gs_rao1971@yahoo.co.in
Hi everyone,
I am working on my MBA project focused on "competency gap analysis." Are skill gap analysis and competency gap analysis similar? I would appreciate any suggestions on this topic and insights on how to approach it effectively for my project. Your assistance will be invaluable.
Thank you.
[QUOTE=himabindu.penmetsa;1412174]
From India, Hyderabad
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Competency gap analysis can be done by giving KRAs (Key Responsibility Areas) to employees at the time of joining and then reviewing the same every quarter by the reporting manager and the employee themselves. This process provides a clear idea and helps in identifying skill gaps.
From India, Delhi
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From India, Delhi
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Yes, I have done similarly for the employees in our organization. Really, it has come out very well with good interaction with employees. They also know the requirements from them. This way, analytically, we can do the gap analysis.
Sudheer Reddy
9490758052
From Ireland
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Sudheer Reddy
9490758052
From Ireland
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Sir,
I would first advise you to choose the right terminology. "Competency mapping" or "Competency Assessment" would be a better choice. Competency Gap seems negative and incomplete. To determine the gap, you have to first identify, then map, and then assess the competency level. You should know the current level and desired level; then only can you determine the gap.
Regards,
Esha Chaudhary
Senior Executive HR
Sanspareils Greenlands (SG, one of the biggest cricket gear companies in the world.)
From India, Delhi
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I would first advise you to choose the right terminology. "Competency mapping" or "Competency Assessment" would be a better choice. Competency Gap seems negative and incomplete. To determine the gap, you have to first identify, then map, and then assess the competency level. You should know the current level and desired level; then only can you determine the gap.
Regards,
Esha Chaudhary
Senior Executive HR
Sanspareils Greenlands (SG, one of the biggest cricket gear companies in the world.)
From India, Delhi
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Thank you very much for giving your suggestions and the attached files. Here, my query is: what kind of objectives should be considered for this project? I am attaching the research work that I have completed. Please check it out and give me suggestions regarding this work.
Regards,
Bindu
From India
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Regards,
Bindu
From India
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Hi,
I am conducting a study on employee competency projects. Is there a difference between competency gap analysis and this? Please provide assistance regarding this project. I have just started and need more information on this topic.
Regards,
Najeeb VK
From India, Chennai
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I am conducting a study on employee competency projects. Is there a difference between competency gap analysis and this? Please provide assistance regarding this project. I have just started and need more information on this topic.
Regards,
Najeeb VK
From India, Chennai
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Dear Sitapathi, I happen to come across your response on competency mapping. Wow!! what a PPt!! Thank you very much for sharing this useful material with us. Regards. Ganesh Ramachandran
From India, Tiruppur
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From India, Tiruppur
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Hi, I am conducting research for my MBA. Please comment on whether my title is okay: "Competency Gap Analysis of RD Realty and Retail Group Employees."
SOP
This study aims to determine the competencies of each employee of RD Realty and Retail Group in correlation with the following:
1. What are the demographic profiles of RD Realty and Retail Group employees?
a. Age;
b. Sex;
c. Civil Status;
d. Position Level; and
e. Educational Attainment.
2. What are the required competencies for each position?
3. What is the contribution or role of competencies in organizational success?
4. What trainings are needed to develop competencies for each position?
I hope you could comment or add some insights. Thank you.
From Philippines, Manila
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SOP
This study aims to determine the competencies of each employee of RD Realty and Retail Group in correlation with the following:
1. What are the demographic profiles of RD Realty and Retail Group employees?
a. Age;
b. Sex;
c. Civil Status;
d. Position Level; and
e. Educational Attainment.
2. What are the required competencies for each position?
3. What is the contribution or role of competencies in organizational success?
4. What trainings are needed to develop competencies for each position?
I hope you could comment or add some insights. Thank you.
From Philippines, Manila
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Metrics Gap Analysis V0[1].1.xls
One Of Gap Analysis Methods.doc