Needs analysis shouldn't be guesswork
"We went from spending weeks on needs analysis to having a clear picture in hours. And the recommendations actually make sense to stakeholders."
How JoySuite Closes the Analysis Gap
You have performance reviews, survey data, and manager complaints—but turning that into a coherent learning strategy takes weeks. By the time you finish analyzing, the business has moved on.
From chaos to clarity in 4 steps
Bring your data
Upload spreadsheets, paste survey results, connect your HRIS, or pull from your Knowledge Center. JoySuite works with messy, real-world data.
Analyze the data
Use Joy's /analyze command or ask "What skill gaps should we prioritize?" JoySuite synthesizes everything.
Review the analysis
Get a structured report: key gaps identified, affected populations, business impact, and recommended interventions ranked by priority.
Build your plan
Use the analysis to create a learning roadmap. Ask follow-ups like "What would address the top 3 gaps?" for specific program recommendations.
Key Features
⚡ Rapid Data Synthesis
Transform weeks of manual analysis into hours by letting AI synthesize performance reviews, surveys, and feedback.
🎯 Priority-Ranked Gaps
Get skill gaps ranked by business impact, affected population size, and urgency with clear evidence.
📊 Actionable Recommendations
Receive specific intervention recommendations for each gap, not just identification of problems.
🔄 Progress Tracking
Compare gaps over time to show improvement and identify emerging skill needs across the organization.
What you can feed it
JoySuite works with whatever you have—no need to polish your notes first.
Performance Reviews
Annual or quarterly feedback
Engagement Surveys
Employee feedback data
Skills Assessments
Competency evaluations
Manager Feedback
Notes from 1:1s or requests
Business Metrics
KPIs showing performance issues
Interview Notes
Stakeholder conversations
Adapt this recipe for your needs
Department-Specific
Focus analysis on a single team or function for targeted interventions.
Quarterly Comparison
Compare gaps over time to show progress and emerging needs.
With ROI Estimates
Add business impact projections for each recommended intervention.
Career Pathing View
Frame gaps in terms of career progression and succession planning.
What you'll get
Here's a sample needs analysis generated from performance data:
Executive Summary
Analysis of 47 performance reviews and Q3 engagement data reveals three priority skill gaps in the Sales organization.
% of team showing gap by skill area
Priority #1: Discovery & Qualification
- Affected: 68% of AEs with <2 years tenure
- Evidence: Win rates 23% below team average
- Recommendation: Structured discovery training
Priority #2: Executive Presence
- Affected: Mid-market AEs moving to Enterprise
- Recommendation: Executive communication workshop
Who This Is For
L&D Leaders
Learning professionals who need data-driven skill gap analysis to build effective training programs.
HR Business Partners
HRBPs who need to identify team skill gaps and recommend development interventions to business leaders.
Department Managers
Leaders who want to understand their team's skill gaps and build targeted development plans.
Talent Development Teams
Talent teams responsible for succession planning and identifying high-potential development needs.
Frequently Asked Questions
What is a skills gap analysis?
A skills gap analysis identifies the difference between skills employees currently have and skills needed for their roles or organizational goals. JoySuite's Gap Crusher automates this process by analyzing performance data, surveys, and feedback to produce prioritized gap reports with recommended interventions.
How do I conduct a training needs assessment?
With Gap Crusher, upload your performance reviews, survey results, or manager feedback. The AI synthesizes the data to identify skill gaps, affected employee groups, business impact, and recommended training interventions—completing in hours what typically takes weeks.
What data sources work for skills gap analysis?
Gap Crusher works with performance reviews, engagement surveys, skills assessments, competency evaluations, manager feedback, 1:1 notes, business metrics, and stakeholder interviews. It handles messy, real-world data without requiring cleanup first.
How do I prioritize which skill gaps to address first?
Gap Crusher ranks skill gaps by business impact, affected population size, and urgency. Each gap includes evidence from your data and recommended interventions, helping you build a prioritized learning roadmap that addresses the most critical needs first.
Can I track skill gap progress over time?
Yes, use the quarterly comparison feature to analyze gaps over time. This shows whether previous interventions are working, identifies emerging skill needs, and provides data for demonstrating L&D impact to stakeholders.