I'll have to go with option A. Who better to analyze the talent gaps than the chief audit executive themselves? A gap analysis is the obvious choice here.
I think option C, maturity analysis, is the way to go. Knowing the current level of expertise within the team is key to building an effective talent management plan.
Definitely go with option A - a gap analysis would give the chief audit executive a clear understanding of the skills and competencies needed to develop a strong talent management strategy.
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