APS conducts a gap analysis to determine the performance needed when performing a job versus the current level of performance.
APS conducts a gap analysis to determine the performance employees need to exhibit when performing a job versus the current level of performance. This type of performance gap analysis is similar to a training needs assessment in that it identifies a problem, sets criteria for what on-the-job performance is occurring versus what should be occurring, and determines the factors impacting performance. These factors can be internal or external. For example, internal factors might include current work practices, job documentation, communication, supervision, change management, and workplace design. External factors could include federal, state, and local rules and regulations that require specific types of work force training, such as HACCP, GMP, confined space,
lockout-tagout, or hazardous materials.
APS performs a second type of performance gap analysis when a company needs to determine the gap between the current knowledge and skill level of employees and what new performance or behaviors will be required as a result of changes in workplace procedures or job responsibilities, or the introduction of new equipment or technology. This type of gap analysis identifies the content and methods of training that will be needed to eliminate performance gaps so that productivity does not suffer and hopefully increases as a result of the new conditions.
APS can assist your organization in performing gap analyses that result in improved performance and seamless introduction of new technologies and methods. For more information, email us at email@example.com or call Greg Pancerev at 610-987-4054.