Human Resources Planning Guide for Executives
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STEP 3 — Identify the gaps
This step helps you use what you learned during steps 1 and 2 to identify any gaps between what exists and what is needed, now and potentially in the future, to meet the organization's business goals and face the challenges of today's labour market (i.e. competition for talent, aging workforce).
Analyzing the gaps will help you identify areas that need attention and assign the appropriate priority to strategies in the next step of the planning process.
Analyzing the gap involves:
- Identifying gaps by comparing the current situation (Step 2) with the desired state (Step 1) (information on gaps or shortfalls should be specific so that progress can be easily measured)
- Identifying future human resources required to achieve business objectives (i.e. succession planning and management)
- Determining the extent of the impact and risk for the gaps you have identified
- Identifying areas where you are making progress and can continue to improve
- Projecting your current workforce supply as it relates to your potential workforce and workplace needs
Questions to consider
- Based on projections, do you foresee a skills shortage in specific occupational groups or a need for the acquisition of new skills due to changes in program delivery?
- Do you have enough qualified middle managers to feed into the EX group?
- Has your organization met its obligations related to official languages; diversity and employment equity; and learning, training and development?
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