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Gap analysis is one of the traditional methods of identifying training needs. It is particularly appropriate for training in set procedures or processes and for manual work. It consists of finding the reasons for a mistake, problem or fault and then assessing the role that training can play in improving the performance of an individual, group or team.
One of the most important things to establish when analyzing training needs is whether or not training is actually necessary. It would be pointless to spend money on a new training scheme if the problem lay outside the training sphere, i.e. if the faults were due to poor equipment or badly designed business processes.
Gap analysis can quickly establish the reason for the fault, and so provide information as to whether training is the appropriate solution. In its simplest form, gap analysis can be divided into seven steps: the 7 Ds:
These simple steps should give a reason for the occurrence of the fault, mistake or problem; establish whether or not the fault is a result of a training deficiency; and provide a framework for plugging the gap.
For example, an organization might develop a fault in a process such as producing editing guidelines for a magazine. Following the 7 Ds would rectify the process:
