Start by clearly defining the specific job roles within each job family and the skills and competencies required for each role. This information can be obtained from job descriptions, competency frameworks, industry standards, and input from subject matter experts.

Implement skills assessments specific to each job role within the job families. These assessments may include employee self-assessments, manager assessments, technical tests, role-playing scenarios, or other relevant evaluation methods.

Review performance evaluations, productivity metrics, and any other relevant performance data for employees within each job family. Look for patterns or trends that may indicate areas where additional skills or knowledge are needed.

Seek input from supervisors, managers, and team members regarding their observations and perceptions of skill strengths and weaknesses within the various job families. This qualitative feedback can provide valuable insights into areas that may need improvement.

Compare the results of the skills assessments, performance data, and feedback against the defined skills requirements for each job role. Look for discrepancies and areas where employees may be lacking the necessary skills to perform their roles effectively.

Prioritize the identified skill gaps based on their impact on job performance, business objectives, and the criticality of the skills. Some skills may be more essential than others, and it's important to focus on addressing the most critical gaps first.

Work with employees to develop individual development plans that outline how they can address their specific skill gaps. These plans may include targeted training, mentoring, on-the-job learning opportunities, or other skill development activities.

Look for common skill gaps across multiple employees or job roles within a job family. These common gaps may indicate broader training needs that can be addressed through group training programs or organizational initiatives.

Regularly monitor the progress of employees as they work to address their skill gaps. This may involve setting milestones, conducting follow-up assessments, and providing ongoing support and feedback.

Use the insights gained from the skills gap analysis to refine your training and development programs. Continuously seek ways to improve the process for identifying and addressing skill gaps within your organization.