Case Scenario:
Consider an organization that has a well-developed strategic plan in place, but isn't tracking performance to ensure that established goals are being met and aligned with the organization's direction. Consider an organization where employees work diligently for a long period of time, only to wake up one day and wonder, where are we? This may be the time for a gap analysis.
1: Gap Analysis and Human Resources
Provides a thorough and detailed definition of a gap analysis and discusses how it is utilized within Human Resources. Several sources and examples support thinking.
2: Current and Desired State of the Organization
Provides a thorough and detailed definition of the current and desired state of the chosen organization. Several sources and examples support thinking.
3: Existing Resources, Organizational Capabilities, and Performance Deficiencies
Provides a thorough and detailed identification of the existing resources, organizational capabilities, and performance deficiencies within the chosen organization. Several sources and examples support thinking.
4: Alternatives to Close/Eliminate the Gap
Provides a thorough and detailed identification of the alternatives that are available to close/eliminate the gap between the desired state and the current state. Several sources and examples support thinking.
5: Performance Management Strategies and the Desired State
Provides a thorough and detailed assessment of the performance management strategies available to the organization in working toward its desired state. Several sources and examples support thinking.
6: Formulate a Solution
Provides a thorough and detailed solution including a brief rationale, 4-6 action plan for implementing the strategy, and a post-implementation metric that can be used to track the performance of the solution. Several sources and examples support thinking.