I was recently facilitating atalent acquisition seminarand 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
步骤1.确定目标或问题进行审查。What is the scope of the analysis? The answer can’t beeverything，它只是过于宽泛。例如，在工作人员的分析是了解当前和未来的劳动力技能之间的差距。
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。
Step 3. Establish the ideal future state。The organization shouldreach consensus上the question: “If everything worked out according to plan, where would we be?” In the case of a staffing plan, the question becomes, “If everything worked according to our plan, what would our workforce look like in terms of available skills?”
NOTE: Consensus building doesn’t mean that everyone in the organization needs tolovethe answer. It simply means thateveryone needs to be able to生活with the answer。Huge difference!
Step 4. Compare the current state with the future state。和量化的差距。比方说，我们分析在我们的组织中的所有员工，并认识到其中的20％是不是在技术能力（即几乎没有任何的文字处理软件和电子表格知识）精通。我们可能会发现，这20％：
- Insufficient training caused 5%,
- Staffing challenges caused 7%,
- Managers not sending employees to training caused 14%.
Step 5. Summarize results and present recommendations。The results from step four give us a path toward “bridging the gap” and prioritizing our efforts.Organizations can consider using a tool like SMART to develop goals。SMART代表具体，可衡量，可操作的，负责任的，有时限的。它可以保持正轨组织的努力和资源。
Organizations can use a gap analysis for many situations and having a consistent process will help keep the conversations focused. This allows the organization to use organizational resources effectively, maintain a reasonable timeline, and produce a result that aligns with the business.
Image taken by威廉希尔篮球 while exploring the streets of Fort Lauderdale, FL14