Skill Gapping and Bridging the Gap

Skill gapping is a method used by human resource managers to identify skills for specific jobs and is done by comparing current employee skills with the desired organizational skills. This gap is bridged by initiating employee training programs by equipping them with the right skills for the provision of quality services and products to the customer (Jones, 2000, 3). Galagan (2009/2010, 2) argues that the dynamically changing work environment reinforces the need to identify current employee skills and tailor the skills to address industry specific business issues. These are sales and marketing, communication, business and strategic management, and appropriate technical skills. This enables business managers to professionally conduct business and contributes to improved business performance in a dynamically unstable economic environment (Thomson, 2000, 1).

Skill gap basically filters employees whose skills do not march those required by an organization. The overall demand and supply for a specific job are compared and employees with the right skills for the specific job are recruited (Jones, 2000, 2). In addition to that, an uncertain global economic climate has driven companies and business organizations to assess and evaluate employees’ skills and search for innovative ways of enhancing them to sustain competition in a harsh economic environment. Therefore business organizations have realized the need to create appropriate employee talents that could be incorporated in aligning them to their strategic visions in achieving organizational goals and objectives. In addition to that, skill gapping has been identified to cause adverse effects particularly at customer service level, in manufacturing, in supply chain activities, and in the hospitality industries (Thomson, 2000, 4).

Bridging the Gap

Training sessions are achieved by collecting relevant gap data that yields critical information on employee needs for training purposes (Jones, 2000, 4). Employee skills need to be tested against set standards. Jones (2000, 4) argues that basic computer skills should be tested by administering standardized tests followed by post training tests to evaluate the quality of acquired skills and employee performance. An assessment of career interests which motivates workers to actively participate in their work areas should be integrated in the training process. Areas of improvements for training programs should be specified and put in the context of an organization’s goals and strategic vision (Jones, 2000, 4). In addition to that, organizations need to identify and harness talents to utilize them to remain competitive in a dynamically competitive business environment. The concept of intense negotiations with firms that are more innovative and have highly skilled manpower, and the use of scientific research methods in determining skill gapping should be integrated in this process (Galagan 2009/2010, 2). (Thomson, 2000, 1) asserts that an organization’s key strategy should be identified, performance benchmarks set, and skill gapping done. Solutions should be implemented and post implementation evaluations done to assess the impact of the solutions.

According to Thomson (2000, 3), financial professionals should be sponsored to undergo certification training programs and talents should be identified and grown in the process. This approach reduces the learning gap and leads to employee confidence, retention, productivity, effective internal controls, and availability of expertise. Strategic management personnel become more effective and versatile, business performance improves, and this helps save an organization’s financial resources while it experiences excellent returns on investment.


Galagan, P. (2009/2010). Public manager. Potomac. Skills, government agencies, workforce, baby boomers. Web.

Jones, M. L. (2000). Workforce. Costa Mesa. Human resource management, Training, Skills. Web.

Thomson, J.C., (2009). Corporate Finance Review. Accountants, CPAs, Financial services, Professional development, Opportunity, United States—US. New York. Web.

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