SKILLS GAP ANALYSIS
See the Gap Before You Try to Close It.
DISHA maps current evidence against a defined target and separates genuine capability gaps from evidence gaps, experience gaps, contextual gaps and outdated requirements.
What capability is missing, insufficiently evidenced — or becoming obsolete — for this goal?
The Gap Map
Select a target. The system builds a target capability model and compares it with a learner or workforce profile.
Choose a target:
Target: AI Product Manager
The target is defined before the gap is calculated — a gap is always goal-relative.
Not All Gaps Are the Same Gap
Capability Gap
The skill itself is not there yet.
Evidence Gap
The skill may exist — the proof does not.
Experience Gap
Knowledge exists; applied depth does not.
Knowledge Gap
Conceptual foundation missing.
Proficiency Gap
Present but below the required level.
Recency Gap
Evidence is too old to trust.
Context Gap
Capability exists; the context differs.
Credential Gap
Demonstrated, but unrecognised.
Readiness Gap
Everything exists — not yet for this goal.
Each gap has a different intervention — prescribing a course for every gap is the error.
A Gap Is Contextual
The target is explicitly defined before the gap is calculated. The same person may have no gap for one goal and a significant gap for another.
Maya R. (fictional)
Goal: AI platform PM
Small, evidence-shaped gap
Maya R. (fictional)
Goal: regulated-public-sector lead
Significant context + domain gap
Gap Severity
These labels are organization-defined — they are not universal scientific thresholds.
No Recent Evidence? Verify First.
If a learner may possess a skill but has no recent evidence, the system recommends verification or assessment rather than automatically prescribing training.
Do not automatically
- Auto-assign a course
- Treat as a capability gap
Recommend instead
- Request fresh evidence
- Offer an assessment
- Verify through a work sample
Recency Intelligence
Old credential
A certificate from 6 years ago — real, but possibly stale.
Current demonstration
Applied last quarter, evidenced in a work sample.
Evidence age and relevance are shown — an old credential is not current demonstrated capability.
Prioritising the Gaps
Foundational Gates Unlock Downstream Skills
Show prerequisite relationships. Closing one foundational gap may unlock several downstream capabilities.
One closed gap, three unlocked capabilities.
Individual Gap Analysis
Select a target role:
Six capability dimensions — click a gap:
Team Gap Analysis
Aggregate capability evidence across a team to identify collective gaps, single points of dependency and opportunities to redistribute or develop capability.
Workforce Gap Analysis
Map current workforce capabilities against future capability requirements to reveal strategic shortages, emerging skills and reskilling priorities.
A gap is not a judgement of human worth, intelligence or potential.
It is a relationship between current evidence and a defined requirement — nothing more, nothing less.
Diagnose Before You Train
Illustrative demo — synthetic employee, fictional role
One fictional role, one synthetic employee — three capability gaps, two evidence gaps, one honest plan.
The AI Gap Analyst
Humans approve the target model and the intervention priorities.
Did the Gap Actually Close?
After intervention, reassess the specific capability and compare new evidence with the original diagnosis.
SEE THE SYSTEM
Not Every Gap Needs a Course.
90 seconds · reserved film slot
Diagnose before you train.
Connected, Never Duplicated
Diagnosis Before Prescription.
Skills Gap Analysis separates genuine capability gaps from evidence, experience, context and recency gaps — so intervention lands where it actually helps.