Identify your upskilling needs

Technician At Work At ORE Catapult's FLOWIC Facility In Aberdeen

Identify your upskilling needs

Knowing where to focus your training efforts is the first step towards a more skilled and efficient team. Here's a step-by-step guide.

Pinpoint your training needs

Conducting a Training Needs Analysis (TNA) is a vital step for employers in Scotland’s offshore wind sector who want to upskill their workforce effectively. Also understanding your current level of capability within your workforce is key to assessing where you need to move next to be ready for the offshore wind sector.

You also need to factor in any new technology, software or hardware that you may need to invest in and then make sure you plan to have the requisite skills for your workforce to utilise these new tools.

A TNA helps you identify skills gaps, align training with industry demands, and ensure investment in training is targeted and impactful.

Below is a step-by-step guide tailored to Scotland's offshore wind context, including suggested tools and resources.

Step 1: Define Your Business Goals

To conduct an impactful and effective training needs analysis you firstly need to understand what goals you want to achieve. Aim to align your workforce development goals with your organisation’s strategic objectives for the longer term, industry demands and Scotland’s offshore wind targets.

Questions to ask:

Are you entering the offshore wind supply chain?
Are you preparing staff for a specific project (e.g. ScotWind, INTOG)?
Do you need to meet industry certifications (e.g. GWO. Renewable Energy (Wind) Training Standards - OPITO)?

Step 2: Identify offshore wind skills requirements

Create a list of the current and future roles and skills needed for offshore wind and the competencies they require.

Focus areas:

Advanced Technical Skills: (e.g., Blade Repair, Wind Turbine Maintenance, Electrical Systems, Hydraulics, Automation & Control)
Advanced Manufacturing: (Automation, AI, Advanced welding techniques and systems, Optimised assembly line systems, Additive manufacturing)
Health, Safety & Environment (HSE): (e.g., GWO Basic Safety Training modules, Working at Height, Confined Space Entry, First Aid)
Digitalisation & Data Analytics: (e.g., Remote Monitoring, Predictive Maintenance, Data Interpretation, Software Proficiency)
Project Management & Leadership: (e.g., Offshore Project Planning, Team Leadership, Contract Management)
New & Emerging Technologies: (e.g., Floating Offshore Wind, Hydrogen Integration, Robotics)

Career opportunities in Scotland across offshore wind

Step 3: Map existing skills

Next, you need to decide how you are going to measure the current knowledge, skills and abilities of employees. At this stage, you should communicate to and work with employees to understand their experiences and which areas they think they need to focus on improving in. There are numerous approaches you can take:

Methods:

Employee self-assessment surveys
Line manager feedback
Review of qualifications and certifications

Try the organisational skills profile - SDS

Use this training needs analysis template

Once you’ve completed a skills gap analysis, the next step is to identify the right training solutions that directly address your workforce’s needs.

Find the right training solutions