In an institution or organization, there are instances that lacking skills from the members are inevitable circumstances. This issue though ought to be addressed quickly and appropriately. This lacking skills though would not mean incompetence on the part of the members but seems to be a certain area that not all of the members could address with the skills that they already have. Given that a person was hired or accepted in an institution or organization, it could easily be presumed that this person has the capacity and potential to be able to serve the said institution or organization. Alas, capacities and potentialities may be imperfect due to inevitable reasons like human limitations. Nonetheless, a well devised and executed plan could actually help diminish or alleviate even the problems with skill gaps.
The concept of skills gapping could easily be connected with the notion of skill gaps. It was said that skill gap is a term used in a much broader term that denotes a certain gap in the capabilities in a work-related setting (“Is There a Skill Gap in Canada?,” 1998). Skill gaps usually happen when there is a certain discrepancy between the skills of the employees or there are certain skills that are not found in those who were hired.
Skill gapping then is a way to address this certain problem. It seems that careful evaluation and revaluation of the members could bring about the results in finding certain skill gaps within the members. There are numerous problems where skill gaps are concerned. Usually the reasons for skill gaps are wrong recruitment, lacking motivations, staff turnovers that are not ideal for the person, and much more(“National Employers Skill Survey 2005: Key Findings,” 2006) . It would also mean that these skill gaps are dependent on the size of an establishment and the bigger the establishment there are bigger possibilities in having the occurrence of skill gaps (“National Employers Skill Survey 2005: Key Findings,” 2006). Aside from the size, there is also a factor of where skill gaps would vary on the person as well(“National Employers Skill Survey 2005: Key Findings,” 2006). As a medical professional, there are problems that are technical in nature and at time the prior trainings are insufficient or lacking for the establishment. The factor on education and training is highly regarded in the medical world since it is in these factors that could help the people in need.
What would be the best recourse in these problems is to be able to bridge the gaps that could be found within the members of the profession. This is then a rough description of what skill gapping is supposed to be. In bridging the gaps, the most obvious step then is for training and a closer watch over employees that still have skill incapability. The best training ground for these practitioners then is to be able to make a room for experience. Aside from experience, there should be training and additional lecture classes that could help the workers in improving their skills. It should not be the case that educational ineptness should not be blamed but it should the responsibility of the facility to hone what was lacking in the person.
In the health care setting, skill gapping could be possibility. A suggestion here is that the establishment could provide experience and those who are supervising these people could be able to pass down what they know from their past experiences. Although it would help to have a good educational background, again it should be stressed that the facility and supervisors have the responsibility over there underling. It would be then be best to recognize which area the person is much adept and try to further these capabilities without necessarily leaving other aspects needed to be learned by the person.
It could then be inferred that the skill gapping process could be applied in the health care setting. In life, a person usually continues to grow and to learn as time passes by. Being imperfect, there is an existence of imperfectness but this limitation could be overcome. Overcoming a limitation then would depend on the person and on how he/she might blossom under good supervision. The institution then would have to have responsibility to some extent to the people who are under its wing. Health care settings could apply such process in answer to skill gaps.
Is There a Skill Gap in Canada? (1998). Retrieved September 6, 2007, from http://www.hrsdc.gc.ca/en/cs/sp/hrsd/prc/publications/research/1998-000134/page05.shtml
National Employers Skill Survey 2005: Key Findings (Publication (2006). http://readingroom.lsc.gov.uk/lsc/2006/research/commissioned/nat-nationalemployersskillssurvey2005keyfindings-re-june2006.pdf