I was recently facilitating a talent acquisition seminar and we were discussing workforce planning. During the discussion, I mentioned doing a traditional gap analysis and someone asked the question “How do you do a gap analysis?”. It’s a great question. How many times do we talk about “bridging the gap” or “closing the gap” without going through the process of doing it properly?
So, I came up with five steps that could help facilitate doing a gap analysis. I shared it with the seminar participants, and I wanted to share it with you as well.
PURPOSE: The purpose of a gap analysis is to identify where the organization is currently and where it would like to be (i.e. the “gap” between the current and desired state).
BENEFITS: A gap analysis can help the organization identify areas of improvement, uncover differences between business perceptions and reality, establish priorities, and ensure project requirements are accomplished.
Steps For A Gap Analysis
Step 1. Identify the goal or problem to be examined. What is the scope of the analysis? The answer can’t be everything, it’s simply too broad. For example, in a staffing analysis it’s to understand the gap between current and future workforce skills.
Step 2. Evaluate the current state. It’s critical during this step not to assume. Even if you think that you know the current state, use this opportunity to confirm your assumptions. Be prepared to ask a lot of questions. And please note, this isn’t the time to propose any solutions…
Source: hr bartender