Individual gaps
See each employee's gap by competency, with the widest gaps surfaced first. Drill into the behavioral anchors behind each rating to understand exactly what the gap looks like in practice.
Features
Gap Analysis
A skills gap analysis is only as good as the standard it measures against. TalonHR compares demonstrated proficiency to the same job profile that defines the role — turning the gap into a documented distance, not a subjective judgment call.
Four steps to actionable gap data
1. Define the requirement
Use a job profile to specify which competencies a role requires and at what proficiency level (1–5). This is the yardstick everything else measures against.
2. Measure the current state
Run a competency assessment — manager or 360° — against the same behavioral anchors used in the job profile, so the comparison is apples-to-apples.
3. Calculate the gap
Subtract demonstrated proficiency from required proficiency, competency by competency, to see exactly where the shortfall sits.
4. Prioritize the response
Not every gap is equally urgent. Rank gaps by their impact on strategic objectives and by how many people share them before committing resources.
From gap to development plan
The output of a gap analysis should never be a list of deficiencies alone — it should be a prioritized plan for closing them. TalonHR routes individual gaps into targeted growth areas in each employee's development plan, so the plan reflects a documented need rather than a manager's best guess.
At scale, aggregate gap results also inform succession and workforce planning: when a gap is shared by too many people to develop quickly, hiring directly for it — tested against the identical proficiency bar — may be the faster fix.
Aggregate gaps
Roll gaps up across teams, departments, or the entire organization to see which competencies are systemically underdeveloped — and whether training or hiring is the better fix.
See gap analysis in action
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