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The Skills Audit Process
Completion requirements
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Usually, the Human Resource Section will conduct a skills audit annually (before or at the end of the financial year), in consultation with all stakeholders to identity skills and training gaps between the available skills and required skills for all occupational categories within the organisation. The results of the skills audit will be used to develop a Workplace Skills Plan for the organisation.
The skills audit must identify what we have what we need to do our job and to what the organisation needs.
The steps in the skills audit process are summarised in this table:
|
Step |
Action |
|
1 |
Train or source people to the perform the skills audit |
|
2 |
Define skills |
|
3 |
Develop an action plan to perform the skills audit |
|
4 |
Implement the action plan: perform the skills audit: |
|
4.1 |
Identify jobs and job categories as well as employees per job |
|
4.2 |
Identify job profiles in terms of race, gender, disability and job category |
|
4.3 |
Identify employees who should be involved in the skills audit process |
|
4.4 |
Identify methods that will be used during the skills audit process |
|
4.5 |
Develop documents to record the information |
|
4.6 |
Identify the applicable period |
|
4.7 |
Identify skills requirements of jobs and skills profiles of employees (perform the skills audit) |
|
4.8 |
Record skills audit results |
|
4.9 |
Identify training needs |
In other words, the Skills Audit will determine what skills the employee has and what he/she needs according to the performance agreement.
Click on the link/s below to open a resource.
Implementing the Action Plan
Identify the jobs and job categories as well as employees per job.
The SDF must have a list of job titles and a list of the employees available when starting the skills audit. The Financial and the HR departments should have this information.
Click on the link/s below to open the resources.