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Clearer Skill Gap Analysis
Compare current proficiency with target capability instead of relying on a standalone skills list.
Skills Gap Analysis Software for Workforce Readiness
Compare current employee capability with target proficiency and role expectations so managers can see where skills align, where readiness gaps remain, and where development should focus next.
Current capability
Role expectations
Readiness gaps
Why Skills Gaps Matter
A skills inventory does not show who is ready for what comes next.
Managers need to see the difference between current capability and role expectations.
Knowing which skills an employee has is useful, but it does not show whether those skills meet the level expected for a role. A skill gap analysis compares current capability with target proficiency and role expectations so managers can see where capability aligns and where development is still needed.
Current proficiency
Expected capability
Readiness direction
Skills Without Role Context
A skill list can show what an employee has, but not whether the capability meets the expectations of the role.
Targets Without Comparison
Defined skill targets are useful only when managers can compare them with current proficiency.
Readiness That Is Hard to Explain
Without a clear current-versus-expected view, readiness conversations can become difficult to interpret consistently.
Development Without Priorities
When gaps are not visible, development conversations can stay broad instead of focusing on the capabilities that need the most attention.
Readiness Comparison
See where current capability meets role expectations—and where it does not.
Skills Readiness & Gap View brings current proficiency, skill targets, role expectations, evidence, validation, certifications, and readiness information into a clearer comparison. It helps managers understand where capability aligns with expectations and where readiness gaps may require further development.
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Compare Current Proficiency
Start with the employee's recorded capability for the skills that matter to the role.
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Review Target Expectations
Look at the target proficiency or role-specific capability expected for those skills.
Identify Readiness Gaps
Compare current capability with the relevant target to see where the employee meets expectations and where gaps remain.
Use the Readiness View
Bring the comparison into development, learning, career, or performance conversations where relevant.
A gap is useful only when managers can see what sits on both sides of it.
Current proficiency shows where capability stands today. Skill targets define what is expected. Evidence and manager validation add context. Certifications can matter where relevant. The readiness view brings those inputs together so managers can discuss alignment, gaps, and development direction more clearly.
Current Capability
Target Expectation
Readiness Gap
How Skills Readiness & Gap View Works
From current capability to a clearer view of readiness.
A five-step workflow keeps skill gap analysis connected to proficiency, targets, role expectations, and development context.
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Identify the Relevant Role or Skill
Start with the role expectations or skills that should be considered in the readiness conversation.
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Review Current Proficiency
Look at the employee's recorded proficiency and other available skill information.
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Review the Target
Consider the relevant target proficiency or role-specific capability expectation.
Compare Current and Expected Capability
Use the readiness view to identify where current capability aligns with expectations and where a readiness gap remains.
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Use the Gap as Development Context
Bring the readiness gap into development, learning, career, or performance conversations where relevant.
Benefits
Make skill gaps easier to see, discuss, and act on.
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More Specific Skills Gap Assessment
Give managers a structured way to assess where capability aligns with role expectations and where development may still be needed.
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Stronger Role Readiness Conversations
Use current skills, targets, evidence, validation, and certifications as context when discussing readiness for a role.
Better Development Priorities
Focus development conversations on the capabilities that sit below the relevant target or role expectation.
Greater Team Readiness Visibility
Use team readiness and team skills views to understand capability coverage and readiness gaps across a manager's team.
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Better Follow-Through
Use readiness-gap context to support goals, development plans, learning actions, career conversations, or other next steps where relevant.
Explore Skills Features
Six connected capabilities. One clearer skills workflow.
Move from skill evidence and current proficiency to targets, manager validation, readiness, and development follow-through.
Explore Skills Management →Skill Evidence
Capture examples that show how an employee demonstrates a skill.
Skill Proficiency Levels
Document current capability before comparing it with expectations.
Skill Targets
Define the proficiency employees are expected to work toward.
Manager Skill Validation
Add manager review to employee skill information.
Skills Readiness & Gap View
Compare current capability with targets and role expectations.
Skill Action Tracking
Keep development actions connected to employee skill information.
Connected Performance Workflow
Bring readiness gaps into development and performance conversations as capability context.
Skills Readiness & Gap View belongs to the Skills product. It gives managers additional context they can draw on across PerformSpark workflows without replacing performance ratings, promotion decisions, or formal talent decisions.
Skills Engine
Proficiency · Targets · Gaps · Readiness
Turn skill comparisons into
clearer development priorities.
clearer development priorities.
360-Degree Reviews
Connect feedback to strengths and development gaps.
Performance Reviews
Add skill context to feedback and make reviews more meaningful.
Goals
Turn priorities into measurable skill-based goals.
PIPs
Clarify capability expectations during improvement.
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Check-ins and 1-on-1s
Discuss skill progress between reviews.
IDPs / Growth Plans
Turn skill gaps into structured development plans.
Feedback & Surveys
Add broader input to capability discussions.
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Employee Recognition
Provide context for recognizing demonstrated strengths and capability growth.
Calibration
Support more consistent performance discussions.
FAQs
Your questions answered
Have questions about skill gap analysis and skills readiness? Here are the key differences between current proficiency, target capability, readiness gaps, and performance ratings.
Ready to Connect Skills to Performance Follow-Through?
See how PerformSpark helps managers connect skill evidence, readiness gaps, and development actions with performance conversations.
What is a skill gap analysis?
What is a skills gap assessment?
How is a readiness gap different from a skill target?
Can Skills Readiness & Gap View compare employees with role expectations?
Can managers see readiness gaps across their team?
Make performance reviews your growth lever
No credit card required • Setup and training included • Annual contract minimums may apply
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