Use this option to perform a gap analysis by comparing employee's competency
and certificate levels (in qualification group) with selected comparison
criteria.
For example, assume we want to compare the competency and certificate of
persons to what their current primary job requires. In that case, we need to
select the Employee Current Primary Job in Compare With list. Then based on
the job requirements, gaps will be identified and calculated.
Further, this option can use add to training plans for courses to fill the
identified gaps. Add to training plans for a course can be done through a
scheduled task also.
This page has divided in three main Sections.
Define analysis and show the summary of the analysis results.
The Bar
graph shows the summary of results with drill-down facility for details
by clicking on bars.
The table Summary of Achievements of
Employees shows details on competency and certificate wise, the Total
requirements analyzed, fulfilled percentage, total gaps, number of courses
development needs, and count of employees need training.
Once the employees are selected, the analysis will be executed and generate
results. Employee Summary shows results by an employee on the Radar
graph. Results in Detail show results by the employees in Matrix
views. Further, the Four-Box matrix view for Jobs and Organizations
based on employees' overall levels are available in Results By Job and
Organization under Results in Detail.
Proactive suggestions for courses based on identified level gaps of
employees' competencies and certificates requirements. The option can be
executed through a scheduled task also. After defined an Aggregate Gap
Analysis, the 'Task' can be scheduled using the analysis name.
Employees Selection Criteria –
The filters section (located under Data Source) contains selection
criteria to select who is analyzed.
Data Source will
show the selected employees according to the selection criteria. Further, it
allows to include employees in the data source or exclude employees manually
from the data source fetched from the selection criteria.
Gaps and Percentage Calculations
Let's assume that a selected competency has three levels,
Level 1
(Basic, 1 point)
Level 2 (Average, 2 points)
Level 3
(Expert, 3 points)
Furthermore, assume job required level 2 and employee obtained only level 1.
In the case of this example, the level gap (difference) is 1, calculates as
follows:
The person obtained Level (1) – job required level (2),
meaning there is a gap of 1 level below or 1 point, less. As a percentage
(1/2)%, the employee has only 50% competency vs. required. The percentage
will be 100% when fulfilling the requirement and 0% if the employee does not
obtain the required competency.
Badge Colors and badge Texts
Green: Required level fulfilled by the employee.
Yellow: Required
level not fulfilled by the employee.
Badge texts are,
As an example, when an employee is in 'Elementary'
level but required 'Expert' level, it shows as
Elementary: Person's current competency or certificate level.
1/3
Missing: Required competency not obtained by the
employee, and badge color is red.
For certificates, the same concept follows.
Core requirements indicated with * sign with badge texts.