SWOT Analysis: Addressing Knowledge and Skill Gaps of Staff Members

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  1. Introduction
  2. SWOT Analysis Related to Evaluating Knowledge and Skill Gaps
  3. Conclusion
  4. References

Introduction

Knowledge and skill gaps are inevitable in almost any organization. Thus, management roles require identifying where gaps exist and implementing the necessary measures to fill them. Typically, organizations use a SWOT analysis to identify knowledge and skill gaps. Mokhalles (2018) noted that a complete SWOT analysis assesses strengths, weaknesses, opportunities, and threats related to individual employees or the business. The analysis helps the human resource team determine the hiring and training requirements they need to fill in the gaps (Benzaghta et al., 2021). This paper conducts a SWOT analysis of my strengths and weaknesses, and those of basic, emerging, and established groups of employees, related to evaluating the knowledge and skill gaps.

Strengths and Weaknesses

I consider my strengths and weaknesses in the workplace as the first step to identifying my knowledge and skill gaps. The capabilities are positive attributes, knowledge, skills, and talents that benefit my performance, and they include the following.

Interpersonal skills are among my greatest strengths because I prioritize the team’s success over personal achievements. I do so by working collaboratively with the group members and contributing to the overall objectives. Respect for other people’s opinions, active listening, and effective communication are people skills that have contributed to successful teamwork (Salas, Reyes & McDaniel, 2018). Being energetic is another strength that I consider when maintaining high productivity levels and taking on extra tasks. I always stay positive, take on challenging tasks, keep a fast work pace, and work long hours. Honesty and strong moral principles have also been major interpersonal strengths. Over the years, I have learned to maintain ethics and values when faced with pressure and opposition, comply with regulations, and observe company policies. Recently, I have acquired the skills of persistence and resilience, which are essential in completing tasks, redoing tasks, and overcoming obstacles. Additionally, I have learned to stay enthusiastic after a setback and deal effectively with rejection.

I am self-reliant and self-driven; hence require minimal direction and support to accomplish tasks. I complete activities and projects independently with negligible intervention or assistance from my superiors. In addition to this, I love managing myself towards goals and using my resources, skills, and abilities. The vast professional experience has empowered me with critical problem-solving skills. I can identify and describe workplace issues, examine them to identify causes, and develop implementable solutions. Decision-making and judgment are the other great strengths that I possess. I can gather the necessary information to make sound decisions. Furthermore, I possess excellent planning and organizing competencies essential in managing time, dealing with competing needs, multitasking, meeting deadlines, and using resources effectively. Besides, I have a strong work ethic: I work extra hours, complete projects on time, and maintain high-quality work. Lastly, I have gained excellent communication skills over the years. My verbal capabilities are evident in presentations and negotiations, while my written communication prowess is noticeable in reports and correspondence.

Contrastingly, my weaknesses are those attributes and knowledge areas that fall short in performing a specific task. My weaknesses in evaluating personal gaps in knowledge and capabilities are as follows: I consider being unassertive my greatest weakness. Sometimes I agree with others despite my feelings, especially when discussing topics that I do not like. At the same time, I hesitate to speak or contribute in unfamiliar group situations. At other times, I get impatient; specifically, I find it hard to accept mistakes easily and get frustrated with others who perform at a slower pace. These present gaps in knowledge and skills that I need to improve.

A Development Plan to Address Personal Gaps in Knowledge and Skills

A development plan acts as a blueprint for employees to address their knowledge and skill gaps (Restuccia and Taska, 2018). For the skill gaps of unassertiveness, I plan to implement these solutions: (1) use assertive body language to communicate the message; (2) practice strategies for contributing to unfamiliar group discussions; and (3) undertake training courses and read books on how to be assertive. For the skill gaps of being impatient, I plan to undertake these solutions: (1) accept my mistakes and provide constructive feedback pleasantly; (2) try to understand the other employee’s point of view; and (3) recognize that people have different levels of productivity and different work standards.

A SWOT Analysis for Basic, Emerging, and Established Groups of Employees

Information Categories
Skill Level Strengths Weaknesses Best Practices
Basic Flexible and adaptable

  • A new employee is willing to attempt new tasks and learn new skills.

Energetic

  • A new employee maintains high productivity levels.
 Undependable

  • A co-worker cannot rely on a new employee for help or guidance.

Lacks Self-Management Skills

  • A new employee relies on a supervisor for direction and cannot manage themselves towards goals.
  • Incorporate strategies for training new employees effectively.
  • Including specific self-management skills such as goal setting, time management, and organization in new roles
Emerging Organization and Planning Skills

  • Employees can multitask, meet deadlines, and prioritize achieving objectives and goals.

Diligent

  • Employees work without supervision, follow up on their own, and impose high standards of excellence.
 Cautious

  • Because employees have more to learn and develop, they prefer not to take risks or try new ideas.

Reluctant to Delegate

  • Employee lacks confidence in co-workers and does not fully utilize other staff members.
  • The human resource team should design a training program that encourages employees to take risks.
  • Human resources should put a support mechanism to eliminate any chance of failure.
Established Leadership Skills

  • Experienced employees inspire and motivate other employees at various levels.

Excellent Decision-Making and Judgment

  • Established leaders fully commit to the best course of action and are can sound decisions.
 Controlling or Strong-Willed

  • Employees can be insensitive to the needs and feelings of others and always try to do what they want, even though other employees may advise otherwise.

Stubborn

  • Established leaders prefer to follow one-way communication and may have difficulties accepting different ideas.
  • Increase self-awareness of how one should consider other employees’ feelings and needs.
  • Develop a training program that encourages listening to opinions that conflict with one’s own and openness to different ideas.

Conclusion

Conducting a SWOT analysis was an important tool to determine gaps between one’s current knowledge and skills and those required by an organization to reach its goals. At the individual level, I have identified knowledge and skill gaps of unassertiveness and impatient. Luckily, I have developed plans to address these gaps, including undertaking training courses and reading books on being assertive, accepting my mistakes, and recognizing that people have different standards and productivity levels. In addition, best practices to address knowledge and skill gaps for basic, emerging, and established employees are identified. Overall, completing this assignment was helpful and educational.

References

Benzaghta, M. A., Elwalda, A., Mousa, M. M., Erkan, I., & Rahman, M. (2021). SWOT analysis applications: An integrative literature review. Journal of Global Business Insights, 6(1), 55-73.

Mokhalles, M. M. (2018). Skill Gap Analysis: A Review of Hospitality Sector in Assam. Journal of Rural and Industrial Development, 6(1), 49.

Restuccia, D., & Taska, B. (2018). Different skills, different gaps: Measuring and closing the skills gap. In Developing Skills in a Changing World of Work (pp. 207-226). Rainer Hampp Verlag.

Salas, E., Reyes, D. L., & McDaniel, S. H. (2018). The science of teamwork: Progress, reflections, and the road ahead. American Psychologist, 73(4), 593.

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