To see things in the seed, that is the genius...
Lao Tzu
What is a Gap Analysis?
As capability specialists we assess the gap that exists between the current performance level of employees with the required (current or future) performance of employees. Often referred to as a 'needs analysis' the gap can be expressed as specific skill sets, knowledge, attitudes or behaviours of employees. It can occur as the result of organisational changes such as structures, processes, job roles, or equipment (hardware or software) which may reflect changes in the market place. This capability gap is often addressed within wider complex transformation programmes to address the overall organisational desgin. The capability element of organisational design is crucial to the successful to sustaining any change in the organisation.
Our Approach
When carrying out the gap analysis we focus upon the following stages:
Stage 1: Assess of the current situation.
Stage 2: Understand the endstate of what is to be achieved by the Programme/Project.
Stage 3: Produce the development plan outlining the required activies to achieve the endstate.
Stage 4: Deliver against the development plan.
Stage 5: Evaluation of deliverables inlcuding recommendations for ongoing evaluation to drive continual improvement.
We see that gap analysis as an overarching strategic analysis of the capability requirements for the transformation programme/change programme. The outcomes of the strategic analysis feed in to the training needs analysis also referred to as a learning needs analysis. This is a more detailed and thorough assessment of the learning needs and is at the operational level.
