One of the tasks often undertaken in large change
projects is a skills analysis, and/or a skills audit. From this, a 'skills
register' is developed. It contains a list of the skills and competencies
of the people being impacted by change.
do it? There are several steps involved in a
change management exercise, which may require information about the individuals
being impacted. The two main steps are training and job design.
If the change project is to create new jobs, or
redesign existing ones, someone will be designing the new jobs and
organisational structures to suit the new systems and processes. The job
descriptions should be designed using references to required skills and
experience. The skills register will assist in matching people to positions, and
identify training needs.
Training can often be quite expensive. It would
be good to know who needs to be trained in which skills as your
starting point. As an example, say the people will have to use a new 'GUI'
Windows-based computer system. It would be useful to know whether the
people to be trained were already computer literate, and their level of
experience with MS Windows.
to do it? As with many of these issues, there are various
tools and methods available. Consultants and specialists may often have their
own toolsets and methodologies. In general though, it comes down to a few basic
You need to have a standard approach,
including how you describe skills and competencies, so that all staff being
reviewed are rated in the same manner.
All people in the affected area should be
Consider and document previous training and
Consider and document skills specifically pertinent
to the position
Consider and document any other skills and
Consider other relevant traits (Outgoing,
organised, ability to communicate, leadership etc).
You need to gather information from the
individuals as to their skills, abilities and experience. This can be done
in interviews or using surveys / questionnaires.
You should verify this, possibly with their
If appropriate, classify the depth of skills
(indicate the persons experience and level of competence in each skill set -
are they still learning, an expert, or somewhere in between?)
At the end of the process, you should have a
register which shows for each person, the, competencies, skills, useful traits,
and training. This information can be used to assist with training and job design.