Description
Competency
Develop a strategic Human Resources plan that aligns to stakeholder preferences, business strategies, and organizational outcomes.
Scenario
You are the vice president of HR of a publicly-traded organization. This organization is growing rapidly and is pushing into new markets in the US. The CEO is under pressure from the shareholders to exceed last year’s revenue levels, so she has confided to you that it is critical that the new units being opened this year be profit-generating within three quarters. She has tasked you with ensuring that the proper mix of the right employees with the right skills will be in place in these new locations at the right time. In order for you to make sure you can provide for this strategic need, you realize you need to determine the current mix within the organization to identify any potential gaps of employees or skills. Therefore, you have decided to conduct a gap analysis regarding the appropriate staffing needed.
Instructions
In order to provide recommendations to the CEO on the appropriate staffing mix needed, conduct an assessment of your current employees in your organization, as well as the projected needs for the new locations which will open this year. This gap analysis should contain the following components:
- Assessment of staffing levels, current vs. projected
- Assessment of employee skills, current vs. projected
- Recommended HR activities to reduce or eliminate identified gap
A Workforce Planning Gap Analysis Template 
Grading Rubric
F | F | C | B | A |
0 | 1 | 2 | 3 | 4 |
Did not Submit | No Pass | Competence | Proficiency | Mastery |
Not Submitted | Used unclear verbiage about the assessment of staffing levels, current vs. projected. | Provided the assessment of staffing levels, current vs. projected, no examples provided. | Provided the assessment of staffing levels, current vs. projected using some examples. | Clearly and strongly provided the assessment of staffing levels, current vs. projected using clear examples in a well-defined synopsis of the gap analysis. |
Not Submitted | Used unclear verbiage about the assessment of employee skills, current vs. projected. | Provided the assessment of employee skills, current vs. projected, no examples provided. | Provided the assessment of employee skills, current vs. projected using some examples. | Clearly and strongly provided the assessment of employee skills, current vs. projected using clear examples in a well-defined synopsis of the gap analysis. |
Not Submitted | Used unclear verbiage about the recommended HR activities to reduce or eliminate identified gap. | Provided the recommended HR activities to reduce or eliminate identified gap, no examples provided. | Provided the recommended HR activities to reduce or eliminate identified gap using some examples. | Clearly and strongly provided the recommended HR activities to reduce or eliminate identified gap using clear examples in a well-defined synopsis of the gap analysis. |
Explanation & Answer
Attached. Please let me know if you have any questions or need revisions.
Running head: GAP ANALYSIS
1
Gap Analysis
Student’s Name
Institutional affiliation
GAP ANALYSIS
2
Gap Analysis
Gap Analysis Template
Workforce
Planning
Objective:
The objective is to ensure the new unit is profitable within three quarters.
Objective
Description:
There is a need for a high return for investment to achieve this breakeven
point within the shortest time possible. A major step toward this is by
ensuring the unit has the right employees and with the right skills.
management
Staffing Level
(Current)
The company
has a manager in
each department.
However, most
departments do
not have an
assistant
manager.
Staffing Level
Skills Required
(Projected)
(Current)
Each department The current skill
should have a
is based on
manager to
technical skills
oversee the
where a person
departmental
is expected to
process and an
have done a
assistant
managerial
manager to
course.
ensure business
continuity.
Low staffing level and low level of managerial skills
Skills Required
(Projected)
Ensuring soft
skills are part of
the skills
needed. This can
include decision
making, time
management,
and problemsolving
Gap(s)
Identified:
HR Activities to The HR should ensure in each department there are two people in charge.
be Taken:
This will reduce job lag. This will help increase productivity while
reducing stress levels. On soft skills, HR should ensure they are integrated
into the hiring process.
fi...
