Importance Of Skill Gap

Register to read the introduction… The processes for addressing skill gaps are to “define the skills and knowledge required to complete a task and then comparing a person’s current level to that requirement” (Thomas, 2009). When gaps have been determined an action plan to fix, the situation is put into play. Skill gaps that require action plans are developed from lack of education and training or as simple as a job change. The first step of mending skill gaps is identifying the business goal. Identifying the business goals allows the corporation to remain competitive while focusing on work force skills. While focusing on the workforce skills, the business will address critical skills needed to stay in a competitive business. In doing so, the corporation will make sure that the employees receive the right skills to enable optimal business performance. The second step is to collect data. Collecting data from professionals and non-experienced professionals of their position in the business and what the corporation expects will determine the corporation’s decision among provided training. The collected data from professionals and non-professionals will determine exactly what provided training needs to be implemented to assure the organizations success. The next step is to evaluate and make recommendations for the collected data provided. When making recommendations to improve that corporation each profession and non- professionals will be addressed as to what may have caused the skill gap. The skill gap by this time can range anywhere from miscommunication to teamwork and leadership issues. The final step to correct the skill gap is to provide training in the area that the corporation has fell victim. The training will consist of certified and skilled professional outside the corporation in order to make sure all employees understand all aspects of their jobs. In addition, the company should coercing employees to become both professional and personally aware of how important their positions are to the company. 6. Approach for Delivering Effective Performance Feedback When making an approach for delivering effective performance feedback is should always be encouraging. If delivering effective feedback is encouraging both employee and supervisor should both feel as if they have accomplished something great. However, if the performance were not so great, both employee and supervisor should feel accomplished. Hassan A Khazem, stated delivering effective feedback “can be a great opportunity for managers and entrepreneurs to create a motivational work environment where job satisfaction, productivity, employee retention, and morale can increase on a continuous basis” given that “an effective departmental / organizational culture that encourages performance-based outcomes that are aligned with the firms' strategies and mission statement” (Khazem, 2008). The process of developing an approach for delivering effective performance feedback should be establishing an appraisal method for the employee. I suggest you use the 360-Degree Feedback method. Most company’s use the 360-degree feedback method for and effective appraisal. The 360-degree feedback method allows feedback from both the employee and the one given the appraisal, most likely the supervisor. Maintaining eye contact is always a good gesture to do. Maintaining eye contact with the employee shows respect and that you are giving undivided attention. When giving an appraisal it is best to begin with the negative feedback. It is best to begin with the negative feedback because it gives room for an employee to leave on a positive, not of having accomplished something but also aware there are areas that need improvement. Also in the process of giving an appraisal be clear and set realistic job related goals for the employee to meet by the nest appraisal. In addition, allow the employee to have an opinion on how he or she can meet the recommended set goal or what issue will prevent him or her from meeting the set goals. More so, when delivering effect performance feedback both employee and the supervisor should feel as if …show more content…
Given the different topics, I have provided a performance management strategy that is relevant to your company's business strategy. However, as a small and new limousine business the employee turnover needs to be adjusted to a smaller rate and the employee performance rate needs to maximize. Also do keep in mind that the performance management plan can be crucial when improving businesses. More so, I do believe the recommendations provided to you in the list above will exceed the Landslide Limousine employee