> For the complete documentation index, see [llms.txt](https://usdr.gitbook.io/talent-toolkit/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://usdr.gitbook.io/talent-toolkit/learning-and-development/infusing-l-and-d-within-your-org/step-2-conduct-a-gap-analysis.md).

# Step 2: Conduct a Gap Analysis

## Overview

Once you've determined training goals to support organizational needs, it’s time to conduct a gap analysis. In the simplest terms, this involves assessing the current skill sets among individuals, job families, or teams against the desired future skill sets. 

##  Approaches to Gap Analyses 

There are [many ways](https://www.shrm.org/topics-tools/tools/how-to-guides/how-to-conduct-training-needs-assessment) one [can go about this](https://www.aihr.com/blog/skills-gap-analysis/): administering surveys, reviewing position descriptions and HR records, and conducting one-on-one or group interviews are among the most common methods used. 

### The process typically involves several steps:

1. **Identifying Required Skills**: Defining the essential skills needed for various roles and tasks within the organization, often aligned with strategic goals and business needs.
2. **Assessing Current Skills**: Evaluating the current skill levels of employees through methods such as surveys, interviews, performance reviews, and job analysis.
3. **Analyzing the Data**: Comparing the required skills with the current skills to identify any discrepancies or gaps that might exist.
4. **Developing Action Plans**: Planning and implementing training programs, hiring, or other HR strategies to address and close these gaps.


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