How to run a skills gap analysis for your design team

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Introduction

Do you have a good idea of the skills your design team needs to be successful or which type of skills you might need to hire for next?  If not, you need to perform a skills gap analysis. This is a process of assessing the current abilities of your team and identifying any areas in which they are lacking. By doing this, you can take steps to fill these gaps and improve your team's performance. In this article, we will provide you with a template for conducting a skills gap analysis.

TLDR: Skills gap analysis template for design teams:

<span id="cta" class="cta" fs-test-element="cta"><a href="https://academyux.activehosted.com/f/5" target="_blank">Design Team Skill Gap Analysis Template by Academy</a></span>

What is a skills gap analysis and why is it necessary?

 

A skills gap analysis is a process of assessing your team's current skill set and determining which areas need improvement. By doing this, you can take steps to close the gaps and make your team more well-rounded. With a skills gap analysis, you can uncover gaps in your team, create a hiring plan, and even set career development goals.

 

The benefits of conducting a skills gap analysis

 

The skills gap analysis is an important tool for effective team building. The process helps you identify strengths and weaknesses so that your organization can be more competitive in the marketplace, especially when it comes to hiring new employees who will have valuable contributions with their abilities towards a company's success! Here’s how it can help you:

  • Plan your hiring approach: You may seek for prospects that already have the skills you need after determining what skills your existing staff lacks. This method will result in completely prepared teams with a wide range of skill sets.
  • Develop people and retain them: Workers want to improve their abilities and advance in their professions. As a result, you can provide custom training programs that will keep them interested if you've evaluated their skills and areas of need.
  • Build strong teams for your future business needs by identifying and closing training gaps: This also has an impact on your long-term strategy. You can build skills that will be valuable in the future even if you don't need them right now.

 

Who is responsible for performing a skills gap analysis?

 

It depends on what kind of skills you want to measure, and which groups in your organization are being evaluated. If an individual performance review is required by managers who will identify any missing knowledge or abilities from their team members then this would be the responsibility falling mainly onto them as well - but usually, there’s more than one level at which these kind of analyses need conducted; so it might not just involve human resources (HR).

 

In any event, HR or the hiring manager will assist in organizing the skills gap analysis, whether it's a one-time occurrence or an ongoing procedure. It's critical that there is documentation to back up these decisions, as well as consistent evaluation. A skills gap analysis is where this comes in handy.

 

What is a skills gap analysis template and how do I use it?

 

A skills gap analysis may appear to be a time-consuming process. Unless you standardize the procedure, it will remain so. A skills gap analysis template can help you:

  • Save time by not having to start from scratch every time
  • You can use the same criteria to gather consistent information for all workers.
  • Set your next moves because you now have real, comparable facts to work with.

 

How to conduct a skills gap analysis for your team

We've also put up a skills gap analysis spreadsheet for you to download, and customize as needed, if you don't want to build this template from scratch.

 

Download our skills gap analysis template.

<span id="cta" class="cta" fs-test-element="cta"><a href="https://academyux.activehosted.com/f/5" target="_blank">Design Team Skill Gap Analysis Template by Academy</a></span> 

  • Step 1: In the first column (“Skills importance”), list your skill in priority order and a score for each.
  • Step 2: After that, head to the second tab (“Skills evaluation”) where you can rate your employees for each of their skills.
  • Step 3: The third tab (“Skills gaps (individual)”) will highlight the areas you should focus on automatically.
  • Finally, the fourth tab (“Skills gaps (team)”) allows you to view how your entire team compares to your objectives.

 

You'll also find guidelines on how to fill in your data and what each column implies within our skills gap assessment form.

 

In conclusion

  

A skills gap analysis is a valuable tool for any organization. By using a template, you can standardize the process and save time. You are now one step closer to building your superhero design team.

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