Talent gap analysis – a subset of talent analytics – is used to identify the skills and competencies that are needed in an organization and find the gap between the current and the skills required.
Organizations are observing a significant shift in the talent capabilities required to prosper and flourish as sectors and enterprises worldwide continue their rapid and steady transformation. Due to speedy revolutions, talent gaps have been identified that need to be addressed to achieve organizational success. To locate and remediate such gaps, talent gap analysis can be employed.
Talent gap analysis is a process that helps identify the skills and competencies needed in an organization and compare them to those currently present within the organization. This can help organizations ensure they have the necessary talent and resources to meet current and future business needs.
HOW TO LEVERAGE TALENT GAP ANALYSIS
The goal of talent gap analysis is to identify gaps or shortages in the organization’s talent and develop strategies to address these gaps. Here are the four stages of talent gap analysis implementation.
Stage 1: Planning
On the one hand, there’s the individual’s capacity to operate, and on the other, the level an organization expects them to be at – both must be in sync for maximum employee productivity and organizational effectiveness. Finding out what abilities are is necessary to perform a specific function. Consequently, matching the employee’s present skill level to that role can be helpful when determining the future course of action at the individual level. The relevant measures can then be implemented based on this preliminary analysis. Planning at the organizational level necessitates taking a comprehensive look at an organization’s workforce to determine which skills and competencies may be improved through training and which ones call for hiring from outside the organization.
Stage 2: Mapping Talent Hierarchy
Categorizing skills according to a hierarchy is vital to determine gaps in the organization’s talent repository. High-scoring skills on immediacy are the ones organizations need right away or in the near future. A skill or talent’s applicability can be measured according to how easily transferable the training is from a learning ecosystem to a real work environment.
Stage 3: Plotting Current Skills
After identifying the talents and skill level required, gaps can be identified by charting the present skill level on an organization’s vision board. Performance reviews, in-depth team member interviews and assessment and survey forms that employees and their managers can answer are some ways to monitor where the organization stands in relation to the skills vision map. Software like TrackStar simplifies the process and consumes lesser time.
Stage 4: Executing
Any talent or skill deficit can be filled through either recruitment or training. Execution is crucial once an organization has identified its gaps and size between where they stand and where they want to reach.
Conclusion
With talent becoming increasingly crucial for driving business growth, organizations need to identify gaps in their skills and competencies. Talent gap analysis under talent analytics can identify these talent gaps and develop strategies to fill them. This will help organizations ensure they have the necessary resources to meet current and future business needs and align their talent strategy with their overall business strategy.
