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Skills Gap Analysis
Percentage of critical skills with adequate coverage
How it’s computed
COUNT(adequate) / COUNT(critical_skills)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Skills Gap Analysis can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce planning
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
One unit is over-managed
workforce-composition · T1
Retention is working
retention · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“We see from the chart that there are a few points that need to be subjected to some aggressive inquisitiveness. Assume that has been done and no changes are made. We expand the data table to Table 15.3 and calculate the position of each employee’s salary as a percent of…”
— Statistics for Compensationmatch 47%
“Use 75th percentile of the market, if your pay strategy is 75th percentile of the market for the job. Critical jobs market-ratio analytics: Market-ratio of a critical employee: To get the market-ratio of a critical employee, divide that employee’s pay by the market pay of that…”
— Predictive HR Analyticsmatch 47%
“CASE STUDY 9 , PART 5 OF 6 To illustrate this approach, we will conduct a market analysis of a group of 100 BPD employees with certain IT skills at different levels. For this example, we will be using skills rather than jobs. You have to create a salary structure and develop a…”
— Statistics for Compensationmatch 45%
Resources: Statistics for Compensation · Predictive HR Analytics