Demonstration · not a client result
Training-needs assessment and skills audits what the deliverable looks like
The structure of the deliverable for training-needs assessment and skills audits, how it is produced and how you accept it, with a live specimen generated from the matching free tool’s worked example. Synthetic or permitted data only.
What this page isDemonstration
- Practice
- 02 Management & institutional strengthening
- The deliverable
- 6 sectionsProduced in 5 stages, each with a review point
- Data
- Synthetic or permittedNot a client result
Demonstration of methodSynthetic or permitted data.Not a client result.
The deliverable, section by section.
What you receive, and what each part is for.
Competency map
By role family, built on your organogram and job descriptions.
DemonstrationSkills-gap matrix
Required against current, weighted by importance and headcount.
DemonstrationSkills-gap report
Findings with an evidence trail back to every survey item and interview.
DemonstrationCosted training plan
Formats, sequence and cost estimates, prioritised by the gap scores, with assumptions stated.
DemonstrationCurriculum outline
For the top priorities, ready for a provider or your own trainers.
DemonstrationValidation workshop
With your leadership, before anything is final.
DemonstrationA live specimen.
Generated from the worked example in Training needs assessment: synthetic data, real method. Change the inputs in the tool to see your own.
Demonstration · synthetic data · not a client result
| Row | Results-based budgeting | Spreadsheet data analysis | Public procurement rules | Report writing for decision-makers | Stakeholder engagement |
|---|---|---|---|---|---|
| Budget officer4 people | 22→4 | 12→3 | 02→2 | 12→3 | 02→2 |
| Planning officer3 people | 12→3 | 21→3 | 01→1 | 12→3 | 12→3 |
| Procurement officer2 people | 11→2 | 02→2 | 22→4 | 02→2 | 11→2 |
Draft training priorities
- 01Results-based budgeting9 people · largest gap 2 · critical · priority score 39Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer, Procurement officer.
- 02Spreadsheet data analysis7 people · largest gap 2 · important · priority score 20Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Budget officer, Planning officer.
- 03Report writing for decision-makers7 people · largest gap 1 · important · priority score 14Coaching and on-the-job guidance, Half a day, then support in role. Roles: Budget officer, Planning officer.
- 04Public procurement rules2 people · largest gap 2 · critical · priority score 12Structured workshop with a practice assignment, 2 to 3 days, then follow-up. Roles: Procurement officer.
- 05Stakeholder engagement5 people · largest gap 1 · useful · priority score 5Coaching and on-the-job guidance, Half a day, then support in role. Roles: Planning officer, Procurement officer.
Before you plan spending
- Check: Today’s levels here are self-reported or estimated.Validate the largest gaps with observation, work samples or short tests before committing budget.
- Note: Use it for development planning only.A skills-gap score must never decide hiring, promotion or dismissal on its own.
How it is produced, and accepted.
Each stage ends in something you review; acceptance is tested against criteria agreed at the start.
- 01
Mandate
Agree the decision the assessment must inform, the roles in scope and the timeline.
Review pointSigned scope note: the decision, the units in scope and the timeline.
- 02
Diagnostic
Survey instrument, interviews, document review, self and manager ratings.
Review pointDiagnostic instruments signed off.
- 03
Options
Gap matrix, priority scoring and training options with formats, sequence and costs.
Review pointOptions paper reviewed with leadership.
- 04
Validation
Leadership validation workshop on the findings and the plan.
Review pointValidation workshop held and comments recorded.
- 05
Implementation
Final report, data files and plan, handed over with the method.
Review pointWritten acceptance and a handover of files and method.
Documented experience.
Attributed roles behind this work, each with its source.
Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.
How proof is labelled
- DemonstrationsDemonstrations use synthetic or permitted data.
- Documented experienceDocumented experience is attributed to the organisation that held the work.
- Measured resultsMeasured results are added only once they have been measured; none are shown yet.
What needs to move forward?
Tell us the decision, the challenge or the opportunity. We reply with a scoped approach, a named principal and a fee before any work begins.
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