Define Aggregate Gap Analysis
Explanation
This activity is used to register and define the comparison criteria for
the analysis that want to perform. The analysis runs by comparing the
competencies and the certificates of a person to whatever is defining as a
required qualification level. For example, suppose it is required to compare
employee qualifications with their current primary job requirements.
In that case, from the Compare with list, select Employee Current
Primary Job.
Prerequisites
There are no prerequisites, but for analysis to give meaningful results,
it needs a job structure with competency and certificate with required levels for each job in the
company.
System Effects
As a
result of this activity, an aggregate
gap analysis will
register in the system. If employees exist in the Data Source according to
the selection criteria, results will be generated.
Pages
Aggregate Gap Analysis
Related
Page Descriptions
Aggregate Gap Analysis
Procedure
- Open
the Aggregate Gap Analysis page
and use the
New Analysis assistant.
- New
Analysis – Step 1 Create Aggregate Gap Analysis
In the Analysis Name field, enter the name for the analysis. Then
define the details for the analysis.
You can select from the
Compare with list as you want to compare the competencies and
certificates of employees who will be analyzed. Comparison will do as
given below.
Employee Current Primary Job - compare qualifications
required by their current primary jobs.
Employee All Current Jobs -
to analyze all current jobs.
Employee All Current and Future Jobs –
to analyze requirements in current and future jobs.
You can
select, Specific Job, or Qualification Profile, or Specific Person,
or Specific Employee if you want to compare selected employees with one
of these. Based on the selection, Job ID, Person ID, Qualification
Profile ID, or Employee ID needs to be entered.
Click Core Competencies and Certificates Only toggle if you
want only to analyze competencies and certificates defined as Core for
a specific job.
Click Use Gap Tolerance toggle if you
want the analysis to consider gap tolerance. If selected, gaps will be
calculated with allowed tolerance and will not show that a person has a
gap, even if they do, if only the gap falls within a predefined
tolerable limit.
Click Primary Organization Assignments Only
toggle if you want to filter based on primary assignments only.
Note: when select employees based on both primary and
non-primary assignments, in Data Source, there will be
records with all valid assignments for the employee, but results will be
shown only based on one assignment. If an employee is selected based on Primary
assignment, then
primary position and organization details will be shown in the results.
If an employee is selected based on a
Non-Primary assignment,
this will be shown in the results. If employee records exists from both
Primary and
Non-Primary assignments,
then Primary assignment details will be shown in the result.
- Then click
Next and go to Step 2 -
Data Selection Criteria
Enter required selections to filter the
employees. In one filter (as an example Organization), you can enter
more than one selection. Any employee who matches with any of the
selections will be selected. However, between two filters, employee
needs to be matched at least one choice in both filters.
To select
all employees in a company, enter only company ID, leave the filed
Organization blank, and
select the
Include Lower Organization
Units toggle.
Note: This
is an optional step. Therefore, can be skipped this step without
entering any filters, but employees will not be selected in this
scenario.
Employees can also be added to the data source manually
after creating the analysis
-
Then click Finish and finis the New Analysis assistance. Then, the
Data Source will
update with employees according to the selections in Step 2. And results
will be generated
according to the definitions in Step 1.