Gap Analysis is the process of identifying the difference between the client’s current state and the desired future state, in order to create a plan of action to fill that gap. Gap Analysis can be used to assess various areas of business, including but not limited to marketing, human resources, operations, etc.
Steps to making Gap Analysis :
1. Define what the desired future state looks like.
2. Assess the current state and identify the gaps between the two.
3. Create a plan of action to fill those gaps and achieve the desired future state.
professional on strategic level definition :
Gap Analysis tools
- SWOT Analysis. A SWOT analysis is a common business technique that can be used to assess various areas of business. It is typically used to identify the strengths, weaknesses, opportunities, and threats of a company or project.
- McKinsey 7s. The McKinsey 7s Framework is a tool used to assess organizational effectiveness.
McKinsey 7s elements are the following:
1. Strategy: The direction and scope of the company or project.
2. Structure: The way in which the organization is set up.
3. Systems: The processes and procedures in place.
4. Shared values: The core values that guide the organization.
5. Style: The way in which decisions are made.
6. Staff: The people working within the organization.
7. Skills: The competencies and abilities of the staff.
In order to effectively assess organizational effectiveness, it is important to consider both the tangible and intangible elements of a performance. Tangible elements are those that can be seen and measured, such as financial reports or customer satisfaction data. Intangible elements are more difficult to see and measure but can have a significant impact on organizational effectiveness. These may include factors such as company culture or employee engagement.
3. Nadler-Tushman’s Congruence Model. The Nadler-Tushman’s Congruence Model is another tool that can be used to assess organizational effectiveness.
The model is based on the premise that there are four key elements of organizational effectiveness:
1. Goal congruence: The alignment of the organization’s goals with the individual goals of the employees.
2. Role congruence: The alignment of the organization’s roles with the individual skills and abilities of the employees.
3. Task congruence: The alignment of the organization’s tasks with the individual goals of the employees.
4. Person-job fit: The match between the individual’s goals and the organization’s tasks.
By assessing these four elements, organizations can identify areas of misalignment and take steps to improve organizational effectiveness.