Learning gap analysis measures employees’ skill levels in relation to optimal productivity. Companies can use surveys or observation to assess gaps and determine training needs. It’s important in competitive markets and can be initiated when production is delayed or quality falls below expectations.
Learning gap analysis is a measurement of the skill level possessed by employees at any given time in relation to the optimal level of skills they need for optimal productivity. The reason for a learning gap assessment is to help organizations discover inconsistencies in the employee outcome they currently have. Having an idea of what kind of skills their employees have will help these organizations know how to approach the issue of further training for workers.
Any company with employees who do not have the highest level of skills to perform their required duties will find themselves at a disadvantage. This aspect is of great importance in a competitive market where every company is trying to outdo the other in every area, including productivity. Methods for initiating and conducting a learning gap analysis vary between organizations. Smaller companies with only a few employees can conduct a learning gap assessment simply by observing their employees. For example, the owner or manager of a small grocery store with only three employees can easily monitor their employees to find out how well they are performing.
Such a task will be more difficult for managing a large retail store with more than 50 employees in just one branch. Analyzing the training gap for employees of such a large organization can be done through the use of questionnaires or surveys. Employees can be asked to answer questions and can then be individually assessed based on the analysis of their answers. They can be rated on a scale of 1 to 10 based on the survey.
Organizations generally have the discretion to decide when to initiate a learning gap analysis. This can be done in the event of a delay in production or if the qualities of products or services fall below expected levels. When companies are facing recalls on their products, they may decide to conduct a training gap analysis as part of their investigations into why the defective product has managed to slip through different departments and into the general public. For example, a company that manufactures high chairs for babies and toddlers may need to recall a certain batch of its products due to the risk of tipping over and injuring young children. The company can conduct investigations into how the product became defective and also conduct a learning gap assessment to find out if all employees were performing optimally at their best. Such a valuation could be a harbinger of a company shakeup or restructuring.
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