Training budgets, WSP submissions, restructuring plans and succession strategies all depend on one question: what is the organisation’s actual skills position? A skills audit answers it systematically — occupation by occupation, competency by competency.
KDT delivers audits that stand up to scrutiny: transparent methodology, verifiable data collection and findings that translate directly into a workforce development plan.
Agree the audit boundary, occupational framework and competency standards against which capability will be measured.
Define required competencies per role, drawing on organisational frameworks, occupational profiles and strategic plans.
Structured instruments — self-assessments, manager verification, records review and, where appropriate, practical assessment.
Current capability measured against requirements; scarce and critical skills identified; priorities ranked by risk and impact.
Findings, evidence-based recommendations and a sequenced skills-development roadmap aligned to the Workplace Skills Plan.
A complete audit report with skills profiles, gap analysis and prioritised findings; a costed, sequenced development roadmap; and WSP-ready data your Skills Development Facilitator can submit with confidence.
An audit is only useful if it changes what you do next. Ours is built to.
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Tell us the size and shape of your organisation — we will scope the audit and timeline.
