Analysing performance and capability to identify gaps, skills development needs and opportunities
Analysis goes hand-in-hand with assessment. Having established a skills assessment, the assessment data may be analysed to inform decision-making, including development needs. Performance is assessed against business objectives and, in the case of development objectives, by reference to SFIA skills.
SFIA’s practical descriptions enable performance to be analysed to reveal an individual’s strengths and development needs. This presents managers with the ability to assess an individual’s competence, and to analyse the reasons for their level of performance. This greater objectivity in analysis of performance and explanation to the individual leads to greater staff satisfaction with appraisals, better motivation and improved levels of retention.
Assessment data can be combined to determine an organisational view of the skills capability that the organisation has and its skills needs. This characterises the ‘skills gap’ and by using a recognised structured framework it is less open to misinterpretation.
In times of business change, whether driven by changing customer requirements, mergers and acquisitions, new services or products, market trends or evolving business objectives, SFIA can be used to identify and express the skills impact, supporting planning and delivery.