Introduction to the Gap Analysis Template:

To achieve its goals, a business needs a workforce with the right skills.

To make sure you have the right skills within your workforce, you need to predict what skills you think you'll need to meet your company goals. Next, you need to establish what skills you already have in your current workforce. Finally, you need to spot the gaps between your current workforce and your future workforce.

This process will show you what skills you need in your workforce, to reach your company goals.

This process is called an HR gap analysis. 

An HR gap analysis is a comparison of your current workforce against the workforce you think you'll need to reach your business goals.

Let's break it into three digestible parts:

Part 1 is predicting what future resources might be needed to meet organizational goals. 

Part 2 is analyzing the skills, knowledge, and capability of your existing workforce. 

Part 3 is comparing Part 1 with Part 2 and highlighting the gaps between what you have and what you think you'll need in the future. 

An HR gap analysis links your human resource strategy with the business strategy to maximize resources and minimize the risk of failure.

It will allow you to plan ahead and take careful action at the right time, instead of hiring and firing reactively to meet your organizational goals. 

Take a look at the Process Street Gap Analysis template. We’ve designed it to help inform your major decisions around hiring, lay-offs, training, transitions, and outsourcing to make sure you have the right workforce around you, to get you to your goals. 

Process Street is super-powered checklists. It’s the easiest way to manage your recurring tasks, procedures and workflows. Create a template and run individual checklists for each member of your team. You can check tasks off as you work through them, set deadlines, add approvals, assign tasks, and track each team member's progress. You can also connect to thousands of Apps through Zapier and automate your workflows even more.

Enter gap analysis details

Enter the gap analysis details in the fields below.

Enter the top 5 organizational goals

Describe your top five organizational goals in the fields below

Part 1. Predicting Future Resources:

Identify skills to reach organizational goals

Identify and describe what skills are needed to reach each of your top five goals. 

Goal 1: {{form.Goal_1}}
Goal 2: {{form.Goal_2}}
Goal 3: {{form.Goal_3}}
Goal 4: {{form.Goal_4}}
Goal 5: {{form.Goal_5}}

Part 2. Analyzing Existing Resources:

Assess current workforce skills

Using a SWOT analysis, take an inventory on what skills the workforce already offers to meet each organizational goal. 

Strengths: will determine the level of skill/competency the current workforce has to achieve this goal.

Weaknesses: will determine the level of skill/competency the current workforce needs to achieve this goal.

Opportunities: will determine if a weak skill/competency can be recruited for, trained, promoted or transitioned from another role, to achieve this goal. 

Threats: will look at external factors and determine the priority for the skill/competency that is needed to achieve this goal.

Goal 1: {{form.Goal_1}}
Goal 2: {{form.Goal_2}}
Goal 3: {{form.Goal_3}}
Goal 4: {{form.Goal_4}}
Goal 5: {{form.Goal_5}}

Part 3. Finding the Gaps:

Describe the gap between current resource and new skills needed

First, take each company goal and establish what skills are needed to achieve this goal.

Then, rate the strength of skill that the current workforce has to achieve that goal and the level of skill that is needed to reach that goal.

Finally, describe the actions that need to be taken to improve the current skill-strength rating, to get it to the desired skill-strength rating, in order to meet the goal. 

Skill rating levels:
1 = low
5 = high

Goal 1: {{form.Goal_1}}
Goal 2: {{form.Goal_2}}
Goal 3: {{form.Goal_3}}
Goal 4: {{form.Goal_4}}
Goal 5: {{form.Goal_5}}

Sources:

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