​​​​​Useful resources

Step 4 – Analysing and filling the gap

Business context and environmentCurrent workforce profileFuture workforce requirementsAnalyse and fill the gapReview and evaluate your action planWorkforce Planning Map

Now you can take what you know about your current workforce and what you want your desired future workforce to look like and compare the difference. This process is referred to as a gap analysis.

Man jumping from one platform to anotherThis will give you a clear idea about the gap between what the skills, staff numbers, job roles and experience are between your current workforce and the workforce you will require to achieve your future workforce goals. Once you have this information you can start to build a workforce action plan to manage this gap and achieve your goals.

Developing your Workforce action plan


Once you've completed a gap analysis, you can use the information you’ve gathered so far in Steps 1–4 to help you develop your own workforce action plan. When developing your workforce action plan think about the areas that need to be changed, managed and developed. Then prioritise these into actions, responsibilities and timeframes (short, medium and long term) across the following key focus areas:

  • Attraction and recruitment – Think about different ways to attract the right people, from the widest possible sources. This may involve redefining your job structures and recruitment and selection methods. It may also mean looking at a more diverse pool of potential employees.

  • Employee training and development – Think about ways to get people working most productively for you. For example, do you have an induction program and training processes to develop your own talented people? Think about how you can plan for succession. Regularly review how you train and develop your staff.

  • Employee management, motivation and reward – Think about ways to build a positive culture and workplace where people will want to work. 

  • Employee retention - Think about different things you could put into place to keep your talented, valued employees working for you, even during a downturn.

  • Leadership and communication – Think about how you can lead and communicate with your employees more effectively.  Good leadership and communication skills are at the core of building a positive workplace.