What Is a Performance Gap Analysis?

The performance gap analysis method is also called problem analysis method or result analysis method. It mainly focuses on the problems existing in the organization or the members of the organization, that is, based on the analysis of the gap between the status quo of the organization and its members and the ideal situation, identifying and proposing the gaps Sticking points and root causes, and clarifying whether training is an effective way to solve these problems and improve organizational performance

Performance gap analysis

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The performance gap analysis method is also called problem analysis method or result analysis method. It mainly focuses on the problems existing in the organization or the members of the organization, that is, based on the analysis of the gap between the status quo of the organization and its members and the ideal situation, identifying and proposing the gaps Sticking points and root causes, and clarifying whether training is an effective way to solve these problems and improve organizational performance

The performance gap analysis method is also called problem analysis method or result analysis method. It mainly focuses on the problems existing in the organization or the members of the organization, that is, based on the analysis of the gap between the status quo of the organization and its members and the ideal situation, identifying and proposing the gaps The crux and root cause, and whether training is an effective way to solve these problems and improve organizational performance. ^[1]

1. Phase of problem discovery: Identifying and confirming problems is the starting point of performance analysis. The problem is an indicator of the gap between ideal and actual performance. Its types are: productivity issues; morale issues; technical issues; data or change needs.

2. Pre-analysis stage: It is also the stage of intuitive judgment by the trainer. At this stage, two decisions need to be made, one is to apply a comprehensive analysis method if a systematic and complex problem is found, and the other is to deal with the question of what kind of work to collect data for.

3. Data collection stage: There are many technologies for data collection. Various technologies are best combined when used. Scanning tools and analysis tools are often used.

4. Demand analysis phase: Demand analysis involves finding performance gaps. Traditionally, this analysis examines the gap between actual individual performance and job descriptions. However, the needs analysis also examines future organizational needs and job descriptions. In this case, job design and training are highly integrated. We can divide requirements analysis into three aspects: job requirements, personal needs, and organizational needs.

5. Requirements analysis results: Solving problems through a new or revised training plan is the goal of all requirements analysis. In the process of analyzing the results, it is usually finally determined that different training methods and different training contents are adopted for different needs.

The performance gap analysis method is deeper, more direct, and more practical than the holistic analysis method. Many of the method strategies in this analysis are similar to those in holistic analysis. However, the focus of the two functions is different, and their effects are also different. The performance gap method focuses on solving specific problems rather than involving too much systematic process analysis, focusing only on results.

Advantages: can find a solution to the problem in a timely manner, is simple and clear, easy to implement, the measures formulated are also targeted, and results are easy to produce in the near future, with better results.

Disadvantages: It is easy to lose directionality, it is not easy to grasp the priorities of the whole, and it may cause development deviation in the long run.

In short, the performance gap analysis method is a widely used and effective training needs analysis method.