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Skills Audit


Hi all - first time using this - hope it works. I have to carry out a skills audit within our company. We are a charity and have no funds available to buy softwear. Can anyone give me some hints/offer a template for me to follow anything that you think might help. Many many thanks :)

3 Responses

  1. Purpose of Task

    Hi there,

    What is the purpose of your skills audit?  Is it to established what skills you currently have in the organisation and compare this to the skills required by the organisation to identify any gap?

    If this is that case and assuming you don't have too many types of roles, I would suggest you start by working through job descriptions and person specs to identify skills required.  Although this is unlikely to provide you with a comprehensive list, you can then use this as a basic document to circulate around the managers within the organisation, asking them to let you know of any skills they feel their team has but which are not on the list.

    This could the be turned into a 'survey' using a tool like survey monkey and you could ask all staff members to self-certify. Although this does mean that people are identifying their own skills, so it's not necessarily objective, you could ask them to provide evidence or examples of their abilities.

    Alternatively, you could create a simple Access Database using the list of skills and ask staff to complete that.  This will give you a searchable tool to identify skill pockets within you organisation which you could tap into.

    I hope this has been of some help – sorry I could provide an easier or less time-consuming suggestion!




  2. fiona has hit the nail on the head……

    …..and you probably don't need to spend any money on software or anything else.


  3. Skills Audit

    Rather than doing it all yourself, you could get focus groups together of people doing the same roles.

    I've done this in the past where I've asked them to list on flipchart all the knowledge, skills and attributes the organisation expects of them to be able to do in that specific job role.

    By using more heads, you might get more coming out than you could think of on your own.  It might also create buy in for people completing the skills audit if they've had a hand in creating it.

    I've also used this exercise to help managers perform a training needs analysis for their staff.

    Hope this helps.



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