Skills Recognition processes can assist in identifying skill gaps, providing a sound basis for training needs analysis and career planning. It can ensure that training time is then spent on the acquisition of new and relevant skills and competencies. If effective skills recognition processes are in place, learners do not need to relearn skills and knowledge they already hold. This reduces the amount of time and costs required to commence work in a given role or acquire a qualification.


One passenger rail company organises group recruitment so that experienced applicants can be fast tracked. In a recent train driver intake, several new recruits had previous experience with overseas or interstate passenger rail and/or with driving freight trains. While it was necessary to retrain given risk factors and the differences between states and companies, these experienced recruits finished their training and started on the job several months early. The fast track program was most effective when based on recognition of the current competencies of new recruits, with identification of skills gaps and high risk activities.


Skills Recognition can also identify gaps where training is needed.


Over recent years, rail company X has employed a more culturally and linguistically diverse workforce. It was felt that some staff lacked the skills and knowledge to adequately communicate with colleagues from culturally and linguistically diverse backgrounds. A communication training course was run for all employees to address these skill gaps.


SR processes can assist with identifying dealing with atrophied or unused skills. These may emerge following restructuring, the introduction of new technologies, and as a result of organisational change.