Abstract

The misalignment between workforce competences and the requirements of digitally evolving occupations is a critical barrier to SME competitiveness. This study’s primary contribution is theoretical and methodological: it reconceptualizes the workforce skill gap as a firm-level human-capital–technology complementarity constraint rendered observable and commensurable through the ESCO taxonomy, and abstracts four transferable design principles—commensurability, macro–micro integration, a transferable metric, and modular extraction. Drawing on human capital theory, the knowledge-based view, and skill-biased technical change, the framework maps anonymized employee CVs to ESCO occupational requirements through a deterministic natural language processing procedure and computes a Skill Gap Indicator as the complement of evidenced competence coverage. A prototype Intelligent Learning Management System, developed within the LUCE project, instantiates the framework as a proof of concept, translating identified gaps into targeted training recommendations. Applied to a convenience sample of publicly available professional profiles, the indicator has a mean of 0.956, interpreted as a conservative upper-bound estimate rather than a literal deficit. The empirical results are an exploratory demonstration that motivates, rather than confirms, the posited link between skill gaps and firm performance; a cross-sectional test found no significant association, which the design cannot adjudicate. Confirmatory testing would require sample expansion, employer-provided workforce records, and a longitudinal design, identified as priorities for future research. The study thus contributes a standardised, interoperable, and transferable approach to measuring and comparing workforce skill gaps in SMEs.

Keywords