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task-square Assessment

Competency Insight:

COMPETENCY GAP ANALYSIS

  • Do you know the gap between your employees’ current capabilities and the competencies expected of them?

  • Are you allocating your development budget based on assumptions or on data?

  • Which competencies are missing for your organization to achieve its strategic goals?

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85%
85% of managers face competency gaps.
32%
Only 32% of managers measure these gaps.
33%
The cost of a bad hire is 33% of the employee’s salary.
53
TMA Method: A competency library consisting of 53 competencies
  • clock 20 minutes
  • questionmark-2 30 questions (Likert scale)
  • People 1 participant (Individual)
  • Handshake Competency Insight
close-circle If There Is No Competency Gap Analysis
Development needs rely on assumptions → wasted budget
Role–employee mismatches occur → performance declines.
Strategic competency gaps emerge → opportunities are missed.
tick-circle If There Is A Competency Gap Analysis
Priorities are data-driven → investments support goals.
Role–competency alignment → improves performance.
Strategic competencies are identified → executed strategy
Meeting

What is Competency Gap Analysis? 

Competency Gap Analysis measures the difference between the current competency level and the competency level required for a specific position or role. This gap analysis provides critical data for creating targeted development plans, increasing training ROI, and prioritizing investments in strategic competencies.


This approach is a scientifically grounded assessment based on the TMA Method’s competency library of 53 competencies.

 

What Does Competency Gap Analysis Bring to Your Organization?

Challenge Cost Solution Outcome
Development needs are determined based on assumptions Wasted training budget Data-driven competency gap analysis Targeted development investment
Role–employee mismatch Low performance and dissatisfaction Role–competency alignment map Person–job fit
Lack of strategic competencies Strategy cannot be executed Strategic competency map Strategy-focused development
Promotion decisions made subjectively Risk of the Peter Principle Objective readiness assessment Promotion of leaders who are truly ready

Customer Voice

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“Through gap analysis, we started using our training budget 40% more efficiently. We now make development decisions based on data instead of assumptions. We clearly see which competencies we need to prioritize.”

CHRO,
Manufacturing
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Target Audience

Leaders, All Employees
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Implementation Method

Online
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Language Options

Turkish, English
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Reporting

Department, Manager Dashboard, Benchmark, Trend
magicpen Optional Services
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