Does your company have a skill or knowledge gap? If so, you’re not alone. Many companies struggle to address these gaps with effective training interventions. But fear not! Below, we’ve outlined three strategies to help keep your team up-to-date on skills and knowledge. Let’s dive in!
Learn more from some of our FAQ’s
Why should my business hire a Human Resources consulting firm?
We are highly knowledgeable and experienced in Human Resources Management (HRM). We have over 40+ years of combined HRM experience. We have the depth and knowledge to partner with employers and employees as a valuable resource. In many businesses HR duties are the responsibility of the owner, which is not the best use of their valuable executive business time.
Hiring HCSC will offer an organization consistency in HR policies and procedures which reduces employer liability, improves culture/morale and overall communication within the organization.
What services do you offer?
At Howard Communication Strategy Consultants, LLC (HCSC), we take a holistic approach to helping employers manage their business and their most important investment - employees. We offer flexible solutions because the one-size-fits-all method will not ensure successful results. A few of the services we provide include: development of human resource policies, and employee handbooks, gap analysis, customized training, strategic planning, succession plans, and more.
What should be kept in an employee file?
The basic information to keep are: employee application and new hire documents, training records, any required certifications or licenses, employee performance reviews and merit increases, disciplinary records, status changes, and promotions. Access should be confidential and kept on a “need to know” basis. Medical information should NOT be included in the Employee file, there should be a separate file for medical information.
What interview techniques do you recommend for employers?
All interview candidates will be different, and many are nervous during an interview. We recommend that employers use a conversational tone rather than confrontational. Keep in mind there are certain illegal questions which may not be asked. Also, remember it is important to ask each candidate the same questions. While there are several techniques to obtain answers, we prefer to ask questions that will allow the candidate to provide examples of how they have handled or will handle a situation. The technique we recommend most often is a combination of Behavioral and Competency-Based interview questions.
Behavioral interviewing is a technique for assessing a candidate's suitability for a position. The employer asks the applicant how he or she handled a particular situation in the past to get an idea of how the candidate will handle future situations. Below are two examples of Behavioral Interview questions.
- Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
- Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Competency-based interviewing can give the employer a sense of a candidate’s job performance and attitude toward work. Following are two examples of Competency-Based questions:
- Tell me about a time when you had to encourage others to contribute ideas or opinions. How did you get everyone to contribute? What was the result?
- Tell me about a situation in which your spoken communication skills made a difference in the outcome. How did you feel? What did you learn?
On-the-Job Training
One of the most common and effective ways to bridge skill and knowledge gaps is through on-the-job training. This type of training provides employees with hands-on experience in their desired field as well as an opportunity for them to ask questions and receive feedback from experienced professionals. Typically, this type of training lasts for a few weeks or months, depending on the industry. During this time, employees are able to learn new skills, hone existing ones, and become familiarized with industry standards.
Mentorship Programs
Another great way to close the gap between skill and knowledge levels is by implementing mentorship programs. In a mentorship program, experienced professionals are paired with less experienced ones in order to pass on specific skills or knowledge that will help bridge any gaps in understanding. This can be done through one-on-one meetings or group sessions where more experienced professionals share their expertise with their “mentees”. Additionally, mentorships can also provide an opportunity for mentees to gain valuable real world experience while benefiting from the guidance of an experienced professional.
Digital Learning Platforms
Finally, digital learning platforms are becoming increasingly popular as a way to close the gap between skill and knowledge levels. Digital learning platforms provide access to courses from different providers which allow users to learn at their own pace and convenience without having to leave their homes or offices. Additionally, digital learning platforms can be used for both personal development as well as organizational development since they offer courses related to both topics which makes them highly versatile tools for bridging skill and knowledge gaps within organizations.
Wrapping Up
Bridging the gap between skill and knowledge levels can be challenging but it doesn’t have to be impossible! By utilizing effective training intervention strategies such as on-the-job training, mentorship programs, or digital learning platforms you can ensure that your team is up-to-date on all the skills and knowledge necessary for success in today’s competitive market place. So don’t wait – start investing in your team today! With these strategies in hand you’ll be sure that they have what they need now—and into the future!
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