Where Is The Performance Gap In Our Department? :: Mmegi Online

Much of the time, as HR departments, especially where it is a one-man department, the tendency is to rely on informal indicators to gauge the performance level of the department. We think, well, there have been no queries or disputes, nobody has complained, so everything must be fine.

But the professional approach would be to conduct a periodic gap analysis, you know, for the HR department to conduct a gap analysis on itself, as a performance management measure that would yield the sort of credible quantifiable and qualitative information we can reference when reporting on the status of our department.

A gap analysis is an examination of your current performance for the purpose of identifying the differences between your current state of business and where you’d like to be. Basically it boils down to three questions – where are we now; where do we wish we were, and, how do we close the gap?

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Where Is The Performance Gap In Our Department?

Much of the time, as HR departments, especially where it is a one-man department, the tendency is to rely on informal indicators to gauge the performance level of the department. We think, well, there have been no queries or disputes, nobody has complained, so everything must be fine.

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