top of page

How HR Leaders Can Close the Skills Gap to Increase Employee Productivity and Revenue Contribution

Employee Productivity
Employee Productivity

It's no secret that enhancing employee productivity can lead to greater revenue contribution per employee. But what's unknown is where the skills gap lies. HR leaders must have the ability to identify and close any gaps in competency knowledge to ensure that employees are meeting their fullest potential. With a little bit of creativity, HR leaders can use some innovative methods to pinpoint any skill gaps and then close them quickly, leading to increased productivity and revenue contribution. Let's take a look at how HR leaders can be proactive and use some modern methods to pinpoint and close skills gaps for maximum efficiency.

The first step in pinpointing any skills gaps is to assess the current competency level of employees. This can be done by conducting a thorough audit of each employee's abilities. HR leaders should ask themselves what specific skills and knowledge each employee currently possesses, as well as what new skills and knowledge they may need for their position. By doing this, HR leaders can easily identify any potential competency gaps that need to be filled for employees to reach their fullest potential.

Once the skill gaps have been identified, the next step is to close them quickly. One way to do this is through knowledge transfer, which involves teaching an employee new skills or knowledge through various methods such as mentoring, on-the-job training, and one-on-one sessions with senior team members. In addition to knowledge transfer, HR leaders can also create competence assurance programs for productivity, after all, directly leads to higher revenue contribution per employee. It's like killing two birds with one stone – or in this case, filling two gaps with one competence assurance program – you get more productive, competent employees, and in return, you get a more profitable business.

However, there might be times when you feel like playing a game of "Whac-A-Mole" while trying to identify these skill gaps. One moment, the gap is in communication skills, sure each employee's skills are continuously improved and updated. A competence assurance program could include regular competency assessments, targeted training programs, and a system for recognizing and rewarding skills development.

Now, some of you may be thinking, "This sounds like a lot of work!" And, to be honest, it can be. But here's the twist – some tools can automate this entire process to pinpoint and close skills gaps which doesn't just benefit your employees, it benefits your bottom line too. Increasing employee ensure that employees can apply their newly acquired skills successfully. This includes setting up regular drills or simulations that allow employees to practice their newly acquired skills while being monitored by supervisors or other senior team members.

Having the ability to pinpoint and close skill gaps gives HR leaders an advantage when it comes to increasing employee productivity and revenue contribution per employee. By taking proactive steps such as assessing competency levels, transferring knowledge, and providing competence assurance programs, HR leaders can help ensure that everyone on their team is meeting their fullest potential. With these modern methods in place, HR leaders will be able to achieve maximum efficiency and productivity for all of their employees in no time!

bottom of page