Skills Gap Analysis Tool

A fast, simple, and actionable way for leaders to start identifying their team’s or individual skill gaps.

Choose what you want to analyze:

My team's skillsMy own skills

Get personalized results in < 3 minutes

Lepaya’s Skills Gap Analysis Tool gives HR, team managers and individuals key insights into:

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The top skills essential for your team’s or your own development

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Why these skills are crucial within your business context

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Practical steps to start closing your skill gaps

Start solving
your business challenges

Our two skills gap analysis tool are designed to address the needs of both HR and business leaders as well as individual professionals.

Choose what do you want to analyse and learn how to connect people's development to business outcomes.

My team's skills gapMy own skills gap

Skills gap analysis: FAQ

How did we create this tool?

By identifying businesses’ most important teams and the skills they need to succeed, our experts designed a technical framework to test enterprises’ skill gaps and recommend optimal solutions.

For HR and leaders, our tool assesses your teams' skill gaps, providing key insights for behavioral assessments, performance reviews, and turnover rates. Especially combined with 360 feedback, this data supports leaders to craft targeted development plans that align workforce capabilities with business objectives.
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For individual employees, the self-assessment tool enables you to evaluate your skill gaps in relation to your role requirements. Through a combination of standardized tests and self-assessments, you'll gain a clearer understanding of where you stand, empowering you to pursue meaningful growth paths and advance your careers.

What is a skills gap analysis?

A skills gap analysis is an approach for assessing the gap between the existing skills within a team and those required to meet the demands of the business strategy.

It provides insights into missing competencies, enabling leaders to implement targeted development plans that align talent with business needs and drive overall performance.

How do skill gaps occur and what are the consequences?

Skills are changing faster than we can anticipate. McKinsey reports that 87% of businesses feel that they are currently facing a skills gap, or will develop one within the next five years.

A lack of skills can result in:

  1. An inability for teams to effectively innovate
  2. A loss of market opportunities
  3. Missed growth targets
  4. Delayed initiatives. 

There are three reasons why skills gaps can occur in teams:

  1. Emergence of new skills as a result of the implementation of new technologies
  2. Evolution of existing skills as businesses embrace new ways of working
  3. Expiration of outdated skills that are not in demand in modern organizations

How do you take action from your skills gap analysis data?

The tool serves as the first inspiration and conversation starter around skills gaps in your organization. Contact our learning experts to continue the conversation based on your results.

By reviewing your people’s skill gaps, you can adjust your training strategies and target the skills that are missing in your team.

With the results you have uncovered, you can:

  1. Learn which existing skills you have in the team.
  2. Consider repositioning team members with the necessary skills to ensure that you are deriving the most value from your people.
  3. Launch new upskilling and reskilling programs to address the skill gaps. 

How can reskilling benefit your teams?

For the majority of business leaders, the solution to bridging the skills gap is to rehire. However, relying solely on recruitment to address skills shortages is not only expensive and disruptive to teams but also offers no guarantee that skilled talent will be available in the job market.

Reskilling is financially more efficient and it also reasserts trust in the teams, while ensuring you can keep an employee for much longer.

Reskilling can be more beneficial than rehiring because it: 

  1. Boosts employee satisfaction
  2. Elevates the end-customer’s experience 
  3. Makes internal promotions more likely 
  4. Boosts internal and external brand perception
  5. Optimizes employee retention
  6. Overall contributes to your organization’s bottom-line growth