Prasenjit.mitra
Human Resource-professional
Zakariajaweed
Human Capital Management Consultant
Nashbramhall
Learning & Teaching Fellow (retired)
+1 Other

Thread Started by #zakariajaweed

Dear Professionals
Please guide how to assess the HR department and its GAP Analysis in their processes. How to Organize, Develop and maintain it.
The Scenario in HRG is divided in Payroll and compensation dept, recruitment dept and government and public relations. So please advise your feed backs as soon as possible.
what questions to ask.
which areas to concentrate.
which areas i can find gaps.
how to develop processes.
And how to assess.
Your guidance will be highly appreciated

24th July 2012 From Saudi Arabia, Jiddah
Dear Zakaria,
I donot know if you are using metrics based reporting or not.
If not start using.
The metrics will give you a better insight of the problem area.
Once you identify you can take corrective actions accordingly.
Please find the attached list of metrics.
For any further clarification feel free to write or discuss.
24th July 2012 From India, Mumbai

Attached Files
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File Type: pdf HR METRICS.pdf (106.5 KB, 267 views)

Hii,
The basic process to do any gap analysis is to find out the diffrence between what is to be done and what is being done.
we may give it a formula
GAP = (AS IS) - (TO BE)
Here As Is process means analysing things as it is and then meassring what is to be done and then when we get a diffrence between both that is your GAP.
for further assistance write to me.
24th July 2012 From India, Indore
Hello Jaweed,

Multiple gap analysis techniques are used to get a fair view of the as is situation viz;

Direct observation

Questionnaires

Dipstick study of the organization

Review of relevant documents

Focus Groups

Records & report studies

Conduct a Gap Analysis

Current and future HR requirements need to be projected based on an analysis of

departmental goals and priorities, and environmental scanning. Questions that are helpful

in determining HR needs, identifying gaps, and projecting future HR requirements include

the following:

�� Do you foresee a skill shortage in a specific occupational group?

�� Will changes in program delivery require the acquisition of new skills?

�� Do you have succession plans for critical positions?

�� Have you conducted a risk analysis of the elements of the scan critical to the success of

your organization?

Sample Gap Analysis

Business Objectives HR - Implement the Energy Plan

requirements to deliver on the business objectives - Engineers with specialized training and experience in the petroleum industry

Gap - does the department have what it needs to achieve departmental goals - No

Outcome of not addressing the gap -Plan not implemented/ High negative impact on development of the industry

Potential solutions/strategies to address the gap:

• Explore bursary, internships

etc. to encourage engineers to

work in department

• Build relationship with MUN

and other organizations

• Improve the work

environment

• Re-organize and/or redesign

organizational structures,

business processes and

position descriptions

• Implement Integrated Talent

Management Program

• Create entry-level positions
26th July 2012 From India, Visakhapatnam
Dear Sharmila,
Thank you for the info. I take this opportunity to highlight some general points.
Whenever we post material from another source, it is necessary to quote the source to avoid plagiarism and/or violating copyright laws. For example, as my wont, I checked some of the info in Sharmila's post and found them at Google http://www.exec.gov.nl.ca/exec/pss/p...rce_Binder.pdf
26th July 2012 From United Kingdom
Dear Abbas, Headcount-> Means no. of employees. FTE-> Means Full time executive. For any further clarification feel free to write or discuss.
13th August 2012 From India, Mumbai
Hi, I have make presentations on creating HR dashboards to students. could anyone please help me on how to design a dashboard in excel and how editing can be done for the same. thanks shoba
7th September 2012 From India, Bangalore
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