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Friday, July 9, 2010

Why you should do a gap analysis before a restructuring

Employees are reporting that their workloads have increased due to restructuring at their company, according to research from Right Management. What’s less clear, however, is whether employees have the necessary skills to take over the work of laid-off colleagues.

According to the research, 79% of employees feel their workloads are heavier. The feeling is especially acute at large organizations, where 68% of employees believe their work demands have grown “a lot”. Right Management analyzed responses from more than 800 people throughout North America.

How can organizations make sure that remaining employees can handle their new responsibilities? The answer is first to conduct a gap analysis of work requirements to understand what holes need to be filled and pinpoint the best individuals on staff to fill those gaps. Once that’s determined, the logical response might mean anything from reassigning roles and developing internal competencies to bringing in contingent workers or consultants or simply eliminating the work. Managers also will need to discuss with employees what changes they can expect in their roles and responsibilities and how their work contributes to the goals of the organization, as well as helping to prioritize assignments.

The bottom line: By doing a gap analysis, companies can establish a better alignment between talent and business strategy. And by providing employees with the guidance and training they need, organizations can ensure that employees are set up to succeed.

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