- October 12, 2021
- Posted by: Oreoluwa
- Categories: Organizational Growth, Work Gist
Staff knowledge gap is the difference between what the staff knows and what the staff needs to know based on job specification. This gap exists due to hiring errors, changes in staffs’ duties and organizational advancement in technology, market focus and strategies, it could also be an oversight or faulty procedures of the organization.
Identifying staff knowledge gap is a critical skill for managers, while focused on the demands of daily operations, assessing skills and performance must remain a focal point. Managers already divide their limited time between meetings, performance management tasks, reporting, planning, and putting out fires therefore identifying skills and knowledge gap becomes a daunting challenge.
All staff, regardless of seniority level and rate of performance need continuous training, re-training and refresher training courses on subjects that help improve the knowledge gap, skills gap and personality required to deliver consistently higher output.
Ignoring knowledge gaps in subjects like policies, process, procedure and project execution can lead to costly errors, malalignment, disruptive miscommunication or even in. Failing to keep staff trained and updated is dangerous for the growth and development of individual, unit and organization. Therefore, updating staff on training topics in the workplace is essential.
Undergoing continuous focused training can reduce the impact of staff knowledge gap on the organization’s time and resources.
Staff training courses benefit the organization directly by:
- Helping companies understand the barriers that can or will prevent your business from achieving its goals.
- Reducing errors and increasing efficiency.
- Creating a culture of learning that improves staff morale and motivation.
- Equalizing staff knowledge base and promoting operational excellence.
- Maximizing the potential of existing staff thereby reducing staff turnover.
- Identifying knowledge gaps and training needs therefore keeping team safe and complaints.
Planning team training courses over a one-year period provides higher benefits and reduces the impact of adult learning challenges.
- 90 % of new learnings need to be refreshed every 30 days.
- 500 % of new ideas needs to be practiced every week.
- 50% of what we learn is forgotten in one hour.
To increase participation and knowledge retention, it is noteworthy to create and implement micro learning system for the team, spacing learning training courses over a period and broken-down training courses into bite-size learning format. Smaller, concrete subjects are easier to absorb and therefore promoting new learning implementation at work.
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