Defining competence to perform a skills gap analysis


OBJECTIVES To examine the meaning of competence and how it might differ from professionalism. To take a job description and go through a process of how you might develop competence standards and create a skills gap analysis. OUTCOMES To explain what competence means and how it may differ from professionalism To understand the consequences of setting the competence bar at different levels To build a role analysis grid that can be used as the base to create a skills gap analysis To know how to benchmark and create your standards of competence To create a skills gap analysis COPY SLIDES…

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I provide consultancy and support to UK based financial services companies helping them to design and implement practices that develop their people, achieve their business goals and comply with the needs of the regulators. I specialise in T&C, competence assessment and conduct which may be of particular interest to companies as they address the requirements of the Certification Regime and Code of Conduct requirements. My specialities include: Knowing you have a business to run Valuing your people as your greatest asset Keeping things simple, practical and relevant Engaging the business to promote ownership Ensuring Compliance is a natural by product of doing things well

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