GAP Analysis @ Job Profile
Normally HR Departments would be maintaining Job Profiles of all available positions in an organization. Profile description, skills, qualifications, competencies, certifications and experience etc. would be part of this.
How many of us undergo GAP Analysis annually or half yearly?
If we perform Profile GAP Analysis on a regular basis, we can identify gaps in terms of competencies, skills, qualifications etc and will get an opportunity to avoid a career disaster or a major organizational disaster
Today many organizations would be doing training needs assessment (TNA) but getting inputs for systematic TNA is very difficult, if we don't have proper channels for employee information. So end of the day, HR might be forced to go ahead with tentative training plans, later business units will blame HR
for not monitoring / coordinating TNA, ISO folks may find this as a non-compliance etc
Proper archive of Job profiles, Profile GAPA reports and regular analysis of job profiles are not easily achievable. HR requires dedicated efforts from concerned business units, top management and employees. HR should consider Job profile very seriously and don't ever think of a new hire without
finalizing it. HR can make it mandatory for units to revise Job Profiles at least once in a year (probably with appraisal review)
Just look at the sample Profile GAPA Report
By analyzing Profile GAP reports of existing employees, HR can identify the 'best fit’ profiles which company is looking for. This will avoid all possible recruitment errors and obviously it saves time, effort and money. Apart from this, GAP Analysis will enable HR and Line Managers to assess the employee efforts for self development, plan employee performance and career development in a better way.
What do you think?
How many of us undergo GAP Analysis annually or half yearly?
If we perform Profile GAP Analysis on a regular basis, we can identify gaps in terms of competencies, skills, qualifications etc and will get an opportunity to avoid a career disaster or a major organizational disaster
Today many organizations would be doing training needs assessment (TNA) but getting inputs for systematic TNA is very difficult, if we don't have proper channels for employee information. So end of the day, HR might be forced to go ahead with tentative training plans, later business units will blame HR
for not monitoring / coordinating TNA, ISO folks may find this as a non-compliance etc
Proper archive of Job profiles, Profile GAPA reports and regular analysis of job profiles are not easily achievable. HR requires dedicated efforts from concerned business units, top management and employees. HR should consider Job profile very seriously and don't ever think of a new hire without
finalizing it. HR can make it mandatory for units to revise Job Profiles at least once in a year (probably with appraisal review)
Just look at the sample Profile GAPA Report
By analyzing Profile GAP reports of existing employees, HR can identify the 'best fit’ profiles which company is looking for. This will avoid all possible recruitment errors and obviously it saves time, effort and money. Apart from this, GAP Analysis will enable HR and Line Managers to assess the employee efforts for self development, plan employee performance and career development in a better way.
What do you think?
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