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How do you conduct a talent gap analysis?

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A talent gap analysis is a process of identifying and assessing the current and future skills, competencies, and capabilities of your workforce, and comparing them with the strategic goals and objectives of your organization. It helps you to understand where your talent strengths and weaknesses are, and how to address them through talent management and succession planning. In this article, you will learn how to conduct a talent gap analysis in four steps.

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Devendra Sharma

#Recruitment buddy
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CEO @WitMind | Board Director | Organizational Development and Transformation | Coach
Mujammil Mulla

Hiring for Pitney Bowes India & US | Ex - Microsoft - Nuance | Ex - Cognizant | 14k Followers

1 Define the scope

The first step is to define the scope of your talent gap analysis. You need to decide which roles, functions, or levels of your organization you want to analyze, and why. For example, you may want to focus on critical or high-potential positions, or on emerging or changing roles that require new skills. You also need to determine the time frame and the sources of data for your analysis. For example, you may want to use performance reviews, surveys, assessments, or interviews to collect information about your current and future talent needs.

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Devendra Sharma

#Recruitment buddy
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There are many ways to conducting a talent gap analysis. 1) Analyzing you future business forecasting. 2) Analysis of skill gap according to the future need by implementing different skills based Games/competition to understand the strength of your bench resources. 3) Effective reporting to highlight the skills gap findings and data visualization. 4) Plan to fulfill the identified skills gap and the timeframe to complete that. 5) Setting priorities according to the business needs and focusing to fulfill low skills gap areas first.

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2 Identify the current state

The second step is to identify the current state of your talent pool. You need to evaluate the skills, competencies, and capabilities of your existing employees, and how well they match the requirements of their roles. You can use various tools and methods to measure and rate your talent, such as competency frameworks, skill matrices, or talent profiles. You also need to consider the factors that affect your talent availability, such as turnover, retention, engagement, or diversity.

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3 Identify the future state

The third step is to identify the future state of your talent demand. You need to anticipate the skills, competencies, and capabilities that your organization will need to achieve its strategic goals and objectives in the short and long term. You can use various tools and methods to forecast and project your talent demand, such as scenario planning, workforce planning, or gap analysis models. You also need to consider the factors that influence your talent demand, such as market trends, customer expectations, or technological changes.

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4 Analyze the gap and plan actions

The fourth and final step is to analyze the gap between your current and future talent state, and plan actions to close it. You need to identify the areas where you have talent surpluses or shortages, and prioritize them based on their impact and urgency. You can use various tools and methods to visualize and communicate your talent gap, such as gap charts, heat maps, or dashboards. You also need to design and implement talent management and succession strategies to address your talent gap, such as recruitment, development, mobility, or retention.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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CEO @WitMind | Board Director | Organizational Development and Transformation | Coach
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To add maximum objectivity and transparency to the talent gap analysis process, organizations may consider implementing the talent calibration process. Having a clear framework for open discussions may be a great addition to the steps mentioned but would also develop leaders at all levels to be able to assess talents, gaps, link to strategic needs, connect to multiple culture KPIs as well as manage risks.

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Mujammil Mulla

Hiring for Pitney Bowes India & US | Ex - Microsoft - Nuance | Ex - Cognizant | 14k Followers
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Conducting a talent gap analysis involves identifying the skills and competencies your organization needs and comparing them to the skills your employees currently possess. Identify Desired Skills: Determine the skills, knowledge, and competencies required for current and future roles within your organization. Assess Current Skills: Evaluate the skills and competencies of your current employees. Analyze the Gap: Compare the desired skills with the current skills to identify gaps. Prioritize Gaps. Develop a Plan. Training and Development. Recruitment. Performance Management. Measure Progress. Remember that a talent gap analysis should be an iterative process that evolves as your organization needs change.

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How do you conduct a talent gap analysis?

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3

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1 Define the scope

2 Identify the current state

3 Identify the future state

4 Analyze the gap and plan actions

5 Here’s what else to consider

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