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How can you use online training to address competency gaps among staff?

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Competency gaps are the differences between the skills, knowledge, and abilities that your staff have and those that they need to perform their roles effectively. Identifying and addressing these gaps is crucial for staff development, as it can improve productivity, quality, customer satisfaction, and retention. Online training is a flexible and cost-effective way to provide your staff with the learning opportunities they need to close the competency gaps and enhance their performance. Here are some tips on how to use online training to address competency gaps among staff.

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1 Assess the current situation

Before you design and deliver any online training, you need to assess the current situation of your staff. This means identifying the competencies that are required for their roles, the level of proficiency they have in each competency, and the gaps that need to be filled. You can use various methods to assess the current situation, such as surveys, interviews, performance reviews, tests, or self-assessments. The results of the assessment will help you determine the learning objectives, content, and format of your online training.

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Medeleine M.

Trainer with 20 years + experience / Educator / Change Facilitator
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Always have future staff in mind. Be realistic on the company turn-over rate. Then project how many new staff will be in one or two years time. Using this projection, do a skill gap analysis and use online training to fill the gap. Make the online training as part of the onboarding program.

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George Hanshaw

Human Performance and Digital Learning Expert
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The initial assessment is absolutely critical. How you approach the assessment has to fit the organizational culture as well. The framework you utilize for the assessment has to fit the culture of the organization. For example Gilberts Model for Behavioral Engineering is a great model. I use it quite often. Even though it is a great tool it doesn't fit for all organizations. Another aspect of assessing the current situation is to use many and varied data points. Social media has a treasure trove of data for your client or organization.

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2 Choose the right online training format

Online training can take many forms, such as e-learning courses, webinars, podcasts, videos, simulations, games, or quizzes. Depending on the learning objectives, the content, and the preferences of your staff, you can choose the right online training format that suits your needs. For example, if you want to teach your staff a new software or procedure, you can use a simulation or a video that demonstrates the steps. If you want to enhance their communication or teamwork skills, you can use a webinar or a game that allows them to interact with each other. You can also use a combination of different formats to create a blended learning experience that engages and motivates your staff.

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Michelle Luedtke

Administrator/Clerk/Treasurer - Town of Delafield
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Your online training format should be an appropriate length of time for the audience. A monthly five-minute video to relay a specific idea with a short exam may help staff retain the information over an extended period of time. A longer one-time video entrenched with jargon and unrelatable examples will lose effectiveness.

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George Hanshaw

Human Performance and Digital Learning Expert
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Format is critical and should be defined once the needs are defined. I think of it as an end product of the needs analysis. Make sure you use data in the analysis that speaks into format.

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3 Provide feedback and support

Feedback and support are essential for online training, as they can help your staff monitor their progress, identify their strengths and weaknesses, and improve their performance. You can provide feedback and support in various ways, such as through email, chat, forums, or video calls. You can also use online tools, such as quizzes, badges, or leaderboards, to give your staff instant feedback and recognition. Feedback and support should be timely, specific, constructive, and encouraging, as they can boost your staff's confidence and competence.

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George Hanshaw

Human Performance and Digital Learning Expert
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Feedback can make or break training whether it is online or in person. In the online environment we have an amazing opportunity to use real time AI feedback. Any online training built today should have some element of AI integrated into the experience. Feedback is one place where AI is incredibly effective.

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4 Evaluate the results

The last step of using online training to address competency gaps is to evaluate the results. This means measuring the impact of your online training on your staff's performance, satisfaction, and retention. You can use various methods to evaluate the results, such as surveys, interviews, tests, or analytics. You can also compare the results with the baseline data that you collected before the online training. The evaluation will help you determine the effectiveness of your online training, identify the areas of improvement, and plan for future staff development initiatives.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use online training to address competency gaps among staff?

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2

3

4

5

1 Assess the current situation

2 Choose the right online training format

3 Provide feedback and support

4 Evaluate the results

5 Here’s what else to consider

Staff Development

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How can you use online training to address competency gaps among staff?

1

2

3

4

5

1 Assess the current situation

2 Choose the right online training format

3 Provide feedback and support

4 Evaluate the results

5 Here’s what else to consider

Staff Development

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