The Skills Gap Challenge

skills gapA recent article: “Identify your skill gaps and create the learning environment to address them” rounds up some really compelling statistics on the three key skills gap challenges facing managers today. The article also presents top-level findings from Brandon Hall Group’s 2015 State of Learning Study which provides insights into how HiPOs (high-performing organisations) are delivering learning to ensure their workforce has the skills to make them successful.

Three Skills Gaps Challenges

Unfortunately, these challenges are not mutually exclusive with many companies suffering from all three challenges.

  1. Finding Skilled Workers
    • 24% of companies interviewed said their strategy for a skilled workforce is primarily to hire properly trained people yet 90% have difficulty hiring skilled workers.
  2. Keeping Skilled Workers
    • Almost one-third of companies report skilled worker turnover of more than 10 percent.
  3.  Developing Skilled Workers
    • 41% are relying on people to come through the door with the optimal skill set.
    • Another 17% provide a basic onboarding program, but nothing beyond that.

Effective Learning Methodologies Can Close the Gap

So with this three-pronged challenge of finding, keeping and developing staff, learning and training emerges as the only tangible solution. The 2015 State of Learning Study has found: “at every juncture, HiPOs are doing a better job of linking learning to performance, including using L&D to target and address skill gaps and competencies.”

  • HiPOs put more effort into linking learning to performance.
  • HiPOs are 45 percent more likely to provide regular, on-going development.

Coaching and mentoring is the most effective learning modality

Modality Organisations Ranking Modality Highly Effective
Coaching/mentoring 71%
On-the-job exercises 67%
Informal peer-to-peer exercises 66%
In-person, instructor-led classroom 64%
External certification process 46%

Source: Brandon Hall Group’s State of Learning & Development (n303)

  • 90% of learning is informal and experiential and only 10 percent is formal.
  • In order to be effective at their jobs, 61% expect their people to interact with learning at least weekly and 91% at least monthly.
  • The intermittent classroom hours and sporadic online modules won’t cut it anymore with a “need to expand the learning ecosystem to include social, mobile, videos, and other short-form, contextual learning.” 

Completion is not an appropriate measure of the quality of learning

  • Completion of courses is used by nearly three-quarters of companies to measure at least 50 percent of their learning.
  • Only 19% of companies say this is an effective measurement.

Effective metrics re quality of learning

  • Reduction in errors/accidents
  • Time to effectiveness
  • Increased productivity
  • Meeting corporate objectives
  • Ability to perform new tasks

Less than 35 percent of companies use these more effective measurements to a great extent. Instead they rely on smile sheets, questionnaires, and surveys, which provide great feedback on how well received a program is, but offer no insight into how well it is helping the company get to where it wants to go.

If only there was an answer to all these terrible skills gap and training challenges?

Luckily, Jamjou’s behaviour changing tool can tick these boxes:

  • Jamjou is primarily a coaching tool to help managers identify their staff’s specific skills gaps and then provides them with the intelligence to take action.
  • Facilitates regular, on-going development.
  • Encompasses those “social, mobile, videos, and other short-form, contextual learning” needs.
  • Jamjou is measurable – its dashboards tell managers exactly which teams and/or individuals need more help and specifically how they should focus their energies on the skills that need to be coached.

Want to know more? Email us to see a demo of our product in action.

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