A Skill Gap refers to the difference between the current skills an individual or workforce possesses and the skills required to meet the organization's goals or job requirements.
Components of a Skill Gap:
Current Skills: The skills and competencies currently demonstrated by employees.
Target Skills: The skills required for the organization to meet objectives or for employees to perform effectively.
Gap Analysis: Identifies areas where training or development is needed to close the gap.
Why Option C is Correct:
Option C directly describes the concept of a Skill Gap as the measurable difference between current and required skills.
Option A (Learning Objective) refers to a specific goal for a training program, not the gap itself.
Option B (Educational Needs) is broader and not limited to skill deficiencies.
Option D (Skill Set) refers to the collection of skills an individual possesses, not the gap.
Relevant Frameworks and Guidelines:
ISO 30414 (Human Capital Reporting): Recommends identifying and addressing skill gaps to improve workforce development.
OCEG Principled Performance Framework: Highlights the importance of aligning workforce skills with organizational objectives.
In summary, a Skill Gap is the difference between current and target skill levels, identifying areas for improvement to meet organizational goals.

Evaluating costs and benefits during the design phase ensures that design decisions are economically justified and aligned with organizational goals.
Purpose of Cost-Benefit Evaluation:
Ensures that the investment in design delivers value exceeding the costs incurred.
Helps balance resources, risks, and expected outcomes.
Key Benefits:
Avoids overinvestment in unnecessary controls or processes.
Aligns decision-making with organizational priorities and strategic goals.
Why Other Options Are Incorrect:
A: This is an unethical and shortsighted approach, not a principle of cost-benefit evaluation.
B: Determining employee allocation is part of resource management, not the primary purpose of cost-benefit evaluation.
C: Customer insights are valuable but do not pertain specifically to cost-benefit analysis during design.
Reference:
OCEG GRC Capability Model: Highlights cost-benefit evaluation in designing effective actions and controls.
ISO 31000 (Risk Management): Recommends cost-benefit analysis for risk treatment options.

In the ALIGN component of the GRC Capability Model, mission, vision, and values serve as the foundational elements that guide organizational direction and decision-making.
* Role in ALIGN:
* Mission: Defines the organization's purpose and reason for existence.
* Vision: Articulates long-term aspirations and desired future state.
* Values: Establish ethical and cultural principles that influence behavior and decision-making.
* Significance:
* These elements provide clarity and alignment across all levels of the organization.
* They ensure consistency in decision-making and communication of goals and priorities.
* Why Other Options Are Incorrect:
* A: Mission, vision, and values guide decisions but do not dictate specific processes or tools.
* B: Financial resource allocation is influenced by strategic priorities but not directly determined by mission, vision, and values.
* C: Legal and regulatory requirements are external obligations, not the focus of mission, vision, and values.
References:
* OCEG GRC Capability Model: Describes mission, vision, and values as integral to alignment.
* Balanced Scorecard Framework: Emphasizes their role in defining organizational strategy.