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A Workforce Analysis Assesses: Unveiling the Hidden Truths of Your Human Capital
Author: Dr. Evelyn Reed, PhD, Senior Consultant, Human Resources Management & Organizational Development
Publisher: The Institute for Strategic Workforce Planning (ISWP), a leading research and publishing organization focused on optimizing human capital.
Editor: Mr. David Chen, MA, Certified Workforce Analyst, with 15 years of experience in HR analytics and strategic workforce planning.
Abstract: A workforce analysis assesses the current state and future needs of an organization's workforce. This comprehensive narrative explores the multifaceted nature of workforce analysis, using real-world case studies and personal anecdotes to illustrate its crucial role in strategic decision-making. We'll examine how a workforce analysis assesses skills gaps, talent pipelines, succession planning, and the impact of technological advancements on the workforce, ultimately highlighting its importance in driving organizational success.
Introduction: The Power of Insight - A Workforce Analysis Assesses
In the ever-evolving landscape of business, understanding your workforce is paramount. A workforce analysis assesses far more than just headcount; it delves into the complex interplay of skills, experience, demographics, and future projections. My own experience consulting with a mid-sized tech company highlighted this perfectly. They were experiencing rapid growth but struggling to retain their top talent. A comprehensive workforce analysis assessed their current skillset distribution, revealing a critical shortage of data scientists and a looming gap in cybersecurity expertise. This information wasn't readily apparent through simple observation; a systematic analysis was crucial.
1. Skills Gaps and Talent Shortages: A Workforce Analysis Assesses
One of the primary functions of a workforce analysis assesses the existing skills within the organization and compares them to future needs. This process often reveals critical skills gaps – areas where the organization lacks the necessary expertise to meet its strategic objectives. For example, a manufacturing company undergoing automation might discover a shortage of employees with the necessary programming and robotics skills. A workforce analysis assesses this discrepancy, highlighting the need for training programs, recruitment strategies, or potentially even outsourcing.
Case Study 1: The Retail Revolution
A large retail chain facing increasing competition from e-commerce giants commissioned a workforce analysis. The analysis assessed the skills and competencies of their sales associates, finding a significant gap in digital literacy and customer relationship management (CRM) software proficiency. This insight led to the implementation of robust training programs focused on these areas, ultimately improving sales performance and customer satisfaction. Crucially, the workforce analysis assessed the cost-effectiveness of different training approaches, ensuring the most efficient use of resources.
2. Succession Planning: A Workforce Analysis Assesses
A workforce analysis assesses the readiness of the current workforce to fill future leadership roles. It identifies high-potential employees and outlines development plans to prepare them for advancement. This proactive approach mitigates the risk of talent loss and ensures organizational continuity. In my work with a non-profit organization, a workforce analysis assessed the impending retirement of several key executives. This prompted the development of a comprehensive succession plan, identifying and training potential replacements, preventing a disruption in service delivery.
3. Demographic Trends and Diversity: A Workforce Analysis Assesses
A critical component of any thorough workforce analysis assesses the demographic composition of the workforce. This includes age, gender, ethnicity, and other relevant factors. Understanding these trends allows organizations to proactively address potential diversity and inclusion challenges and to foster a more inclusive workplace. For instance, a workforce analysis might reveal an aging workforce, leading to a need for strategies to retain experienced employees while also attracting younger talent.
Case Study 2: Bridging the Generational Gap
A financial services company implemented a workforce analysis to address concerns about intergenerational conflict. The analysis assessed the communication styles, work preferences, and technological proficiency of different age groups within the organization. This led to the development of targeted training programs and mentoring initiatives designed to bridge the generational gap and foster collaboration. The workforce analysis assessed the effectiveness of these initiatives through employee surveys and performance metrics.
4. Technological Advancements and Automation: A Workforce Analysis Assesses
The rapid pace of technological change significantly impacts the workforce. A workforce analysis assesses the potential impact of automation and other technological advancements on job roles and responsibilities. This allows organizations to proactively adapt to these changes, investing in reskilling and upskilling initiatives to ensure that their workforce possesses the necessary skills for the future. A workforce analysis assesses the potential for job displacement and identifies opportunities for creating new roles aligned with emerging technologies.
5. Compensation and Benefits: A Workforce Analysis Assesses
A holistic workforce analysis assesses not just skills but also compensation and benefits. By analyzing salary data, benefits packages, and employee turnover rates, organizations can identify areas where improvements are needed to attract, retain, and motivate talent. A competitive compensation and benefits strategy is crucial for attracting and retaining top talent, particularly in competitive industries. A workforce analysis assesses the effectiveness of the current compensation and benefits strategy and suggests improvements to enhance employee satisfaction and reduce turnover.
Conclusion: The Strategic Importance of a Workforce Analysis Assesses
A workforce analysis assesses more than just numbers; it provides critical insights into the health, vitality, and future potential of your organization's most valuable asset – its people. By proactively addressing skills gaps, developing succession plans, fostering diversity, and adapting to technological change, organizations can build a robust and resilient workforce capable of navigating the challenges and opportunities of the future. Investing in a comprehensive workforce analysis is an investment in the future success of your organization.
FAQs:
1. What is the difference between a workforce analysis and a headcount analysis? A headcount analysis simply counts the number of employees; a workforce analysis goes much deeper, examining skills, competencies, demographics, and future needs.
2. How often should a workforce analysis be conducted? The frequency depends on the organization's size and the rate of change within its industry. Generally, annual or biannual analyses are recommended.
3. What are the key outputs of a workforce analysis? Key outputs include skills gap analysis, talent pipeline reports, succession plans, diversity reports, and recommendations for strategic workforce planning.
4. What are the costs associated with conducting a workforce analysis? Costs vary depending on the scope and complexity of the analysis, ranging from relatively small for simple analyses to significant for complex, large-scale projects.
5. Who should be involved in conducting a workforce analysis? A multidisciplinary team including HR professionals, line managers, and potentially external consultants is ideal.
6. How can the results of a workforce analysis be used to improve employee engagement? By addressing skills gaps, providing development opportunities, and ensuring fair compensation, organizations can improve employee engagement.
7. What are some common challenges in conducting a workforce analysis? Challenges include data collection difficulties, resistance to change, and a lack of resources.
8. How can technology be used to support workforce analysis? Various software tools can automate data collection, analysis, and reporting, enhancing efficiency and accuracy.
9. What are the legal implications of conducting a workforce analysis? It's crucial to ensure compliance with relevant privacy laws and regulations when collecting and analyzing employee data.
Related Articles:
1. Forecasting Workforce Needs: A Predictive Approach to Workforce Planning: Discusses the use of predictive modeling and forecasting techniques to anticipate future workforce needs.
2. The Impact of Automation on the Future of Work: Explores the effects of automation on job roles and the need for reskilling and upskilling initiatives.
3. Building a High-Performance Workforce: Strategies for Talent Acquisition and Retention: Focuses on strategies for attracting, recruiting, and retaining top talent.
4. Diversity and Inclusion in the Workplace: A Strategic Imperative: Examines the importance of diversity and inclusion in fostering a productive and innovative workplace.
5. Succession Planning: Ensuring Organizational Continuity: Delves into the process of identifying, developing, and preparing future leaders within an organization.
6. The Role of Technology in Workforce Analytics: Explores the use of technology in collecting, analyzing, and visualizing workforce data.
7. Skills Gap Analysis: Identifying and Addressing Critical Skill Shortages: Provides a detailed guide to conducting a thorough skills gap analysis.
8. Compensation and Benefits Strategies for Attracting and Retaining Top Talent: Focuses on creating competitive compensation and benefits packages to attract and retain talent.
9. Measuring the ROI of Workforce Planning Initiatives: Discusses methods for measuring the return on investment of workforce planning initiatives.
| a workforce analysis assesses: Advanced Manufacturing Technologies and Workforce Development Nancy E. Waldeck, 2014-01-14 This study examines the relationship between organizational performance, advanced manufacturing technologies and workforce development activities. In response to domestic and international competitive pressures, manufacturers are making increasing expenditures in both labor and technology. Both corporate and government surveys report that billions of dollars a year are spent for worker training and new technology by U.S. manufacturers. Despite these expenditures, little empirical evidence exists about the relationship between worker development activities and advanced technologies or the organizational outcomes from their combined use. In this study, multiple workforce development activities and advanced technology were defined and compared to several types of organizational performance at a variety of manufacturing plants in the Midwest. Human resource managers completed surveys that assessed areas of worker development, technology, environment and technology-driven workplace needs. Results indicate modest support for the relationship between technology, workforce development and organizational performance. Strong support, however, was found for the relationship between relational and skill needs due to changes in technology and the plant emphasis on process and individual worker development. This suggest that managerial perceptions regarding workplace changes from technology may be amore important factor than the technology itself in determining the type of workforce development activities provided. In addition, findings supported the use of multiple workforce development activities. |
| a workforce analysis assesses: Human Resource Management in the Public Sector: Policies and Practices John L. Daly, 2015-05-18 This affordable text covers the management of both human resource systems and employees in local government settings. It focuses on the significant changes facing local governments, especially the growing demand for increased Work-Life balance as an integral component of human resource management. |
| a workforce analysis assesses: Oswaal CBSE Competency Focused Questions (with MCQs & Case/Source Based Integrated Questions) | Chapter-wise | Class 12 | Commerce Stream | Accountancy | Business Studies | Economics | Mathematics | For 2025 Exam Oswaal Editorial Board, 2024-08-06 Welcome to a fresh approach to assessment and learning through this comprehensive book, designed as a versatile learning tool featuring a variety of typologies. Assessing the application of knowledge and skills to real-world contexts and using authentic problems which draw on real-life data are key features of Competency-Based Education (CBE) assessment promoted by the CBSE. A Holistic Approach to Learning: Education today is not just about knowing and recalling; it is about developing competencies that enable critical thinking, problem-solving, real-life application and adaptability. This book offers a holistic approach to learning, covering a wide range of subjects. Each subject is examined using various question formats, ensuring students are well-prepared and confident in tackling competency-based questions. Enhancing Competencies: Our aim is not just to prepare students for exams but to foster a deeper understanding and proficiency in each subject area. This book is designed to enhance various competencies using: 🌟 Bloom’s Taxonomy for each question 🧠 Core Concepts for Quick Recall 📊 Levels 1 & 2 Questions from Core CBSE Resources 📖 MCQs & Case Based Questions for extensive practice 📚 Detailed Answers for conceptual clarity Structured Learning Path: Each section of the book is meticulously structured to guide students through a progressive learning path. Beginning with fundamental concepts and advancing to more complex applications, the book ensures a gradual and comprehensive build-up of skills. Education is a journey of discovery. This book equips students to navigate modern education's complexities, fostering confidence and curiosity for academic excellence. Embark confidently, and happy learning! |
| a workforce analysis assesses: Human Resources in Sports Kelley Walton, Bonnie Tiell, 2017-08-15 Preseason planning -- Xs and Os: strategic human resource planning in sports organizations -- Roster changes: preparing for vacancies in sports organizations -- Monday morning quarterback: legal issues in human resource planning for sports organizations -- The grind: recruiting in sport organizations -- Pre-game staffing: line-ups and match ups -- Blue chippers and bench warmers: screening and selecting employees in sports organizations -- Show me the money: compensation and benefits administration in sports -- Hard knocks: negotiations, employment agreements, and labor relations -- Game time: executing a winning performance -- Practice makes perfect: training in sports organizations -- Leading the league: staff supervision and leadership -- Sport and human resources: a managerial approach -- Game changers: performance counseling & conflict resolution in sports organizations -- Post-game extras: preparation never ceases -- A must-win ballgame: diversity and inclusion in sports organizations -- Selected workplace issues in sports -- The next level: professional development and career trends in sports |
| a workforce analysis assesses: Research Anthology on Human Resource Practices for the Modern Workforce Management Association, Information Resources, 2021-12-30 Human resource departments have been a crucial part of business practices for decades and particularly in modern times as professionals deal with multigenerational workers, diversity initiatives, and global health and economic crises. There is a necessity for human resource departments to change as well to adapt to new societal perspectives, technology, and business practices. It is important for human resource managers to keep up to date with all emerging human resource practices in order to support successful and productive organizations. The Research Anthology on Human Resource Practices for the Modern Workforce presents a dynamic and diverse collection of global practices for human resource departments. This anthology discusses the emerging practices as well as modern technologies and initiatives that affect the way human resources must be conducted. Covering topics such as machine learning, organizational culture, and social entrepreneurship, this book is an excellent resource for human resource employees, managers, CEOs, employees, business students and professors, researchers, and academicians. |
| a workforce analysis assesses: OECD Public Governance Reviews Colombia: Implementing Good Governance OECD, 2013-10-25 This Public Governance Review offers advice to help Colombia address its governance challenges effectively and efficiently over time. It provides an assessment and recommendations on how to improve its ability to set, steer, and implement multi-year national development strategy. |
| a workforce analysis assesses: Human Capital Anu K. Mittal, 2008-10 With a workforce of about 35,000, the U.S. Army Corps of Engineers provides engineering services for civil works and military programs in the U.S. and overseas. Recently, the Corps¿ focus has shifted to also support contingency operations, such as responding to natural disasters. To meet its mission and emerging priorities, the Corps must have effective human capital planning processes to ensure that it can maintain its workforce. This report examines the: (1) extent to which the Corps has aligned its human capital plan with its strategic plan; (2) extent to which the Corps has the information necessary to identify and meet current and future workforce needs; and (3) challenges the Corps faces in meeting its workforce needs. Includes recomm. Ill. |
| a workforce analysis assesses: Assessing Organizational Diversity with Structural Equation Modeling Salomón Alcocer Guajardo, 2024-10-20 Assessing Organizational Diversity with Structural Equation Modeling applies partial least squares structural equation modeling (PLS-SEM) to standardized and rank ordered latent composites of workforce diversity to endogenous composites of organizational performance of diversity. In so doing, this book offers human resources practitioners and researchers in the nonprofit, private, and public sectors a hands-on guide on how to apply PLS-SEM in an organizational setting to assess the direct and indirect statistical relationships amongst exogenous and mediating composites and endogenous composites of organizational performance. Examples of standardized and rank-ordered PLS-SEM analyses are provided throughout the book. This book illustrates how to analyze and assess the direct and indirect statistical relationships of exogenous and mediating latent composites on different types of organizational performance such as human capital return on investment and net profit margin. |
| a workforce analysis assesses: Public Human Resource Management R. Paul Battaglio Jr., 2014-09-17 A comprehensive introduction to contemporary public human resource management, this text incorporates analysis of the impact of the private sector-oriented reforms over the last few decades that have aimed to bring greater efficiency and productivity to the public sector. |
| a workforce analysis assesses: Managing Human Resources in the 21st Century Ellen Ernst Kossek, Richard N. Block, 1999 This text uses a modular approach to lead the student to develop an understanding of the current theory, principles, policies, and practices associated with human resource management decision making and strategy. Students will learn to appreciate how the human resource function can contribute to organizational effectiveness and the achievement of strategic business objectives. The authors present a balanced approach by considering HR issues from both the employer (traditional) and employee (social) perspectives. |
| a workforce analysis assesses: Federal Register , 2012-10 |
| a workforce analysis assesses: Implementing Industry 4.0 Carlos Toro, Wei Wang, Humza Akhtar, 2021-04-03 This book relates research being implemented in three main research areas: secure connectivity and intelligent systems, real-time analytics and manufacturing knowledge and virtual manufacturing. Manufacturing SMEs and MNCs want to see how Industry 4.0 is implemented. On the other hand, groundbreaking research on this topic is constantly growing. For the aforesaid reason, the Singapore Agency for Science, Technology and Research (A*STAR), has created the model factory initiative. In the model factory, manufacturers, technology providers and the broader industry can (i) learn how I4.0 technologies are implemented on real-world manufacturing use-cases, (ii) test process improvements enabled by such technologies at the model factory facility, without disrupting their own operations, (iii) co-develop technology solutions and (iv) support the adoption of solutions at their everyday industrial operation. The book constitutes a clear base ground not only for inspiration of researchers, but also for companies who will want to adopt smart manufacturing approaches coming from Industry 4.0 in their pathway to digitization. |
| a workforce analysis assesses: Managing People in Sport Organizations Tracy Taylor, Alison Doherty, Peter McGraw, 2015-01-09 Managing People in Sport Organizations provides a comprehensive overview of the theory and practice of managing people within a strategic framework. This revised and updated second edition examines a range of strategic human resource management approaches that can be used by sport organizations to respond to contemporary challenges and to develop a sustainable performance culture. Drawing on well-established conceptual frameworks and current empirical research, the book systematically covers every key area of HRM theory and practice, including: recruitment training and development performance management and appraisal motivation and reward organizational culture employee relations diversity managing change This new edition also includes expanded coverage of social media, volunteers, and individuals within organizations, and is supported with a new companion website carrying additional resources for students and instructors, including PowerPoint slides, exam questions and useful web links. No other book offers such an up-to-date introduction to core concepts and key professional skills in HRM in sport, and therefore Managing People in Sport Organizations is essential reading for any sport management student or any HR professional working in sport. |
| a workforce analysis assesses: Assessing the Validity of Diversity Indices Salomón Alcocer Guajardo, 2024-01-22 This book systematically analyzes the measurement validity and reliability of the standardized diversity scores used to quantify age, ethnic, and gender heterogeneity in organizations. It offers human resources practitioners and researchers in the nonprofit, private, and public sectors a hands-on guide on how to assess the measurement reliability and the construct and measurement validity of standardized diversity scores. Examples of measurement validity and reliability assessments are provided throughout the book; more specifically, this book illustrates the use of correlation and factor analyses to assess the validity and reliability of standardized diversity scores. |
| a workforce analysis assesses: Social Work Licensing Clinical Exam Guide Dawn Apgar, PhD, LSW, ACSW, 2024-02-20 Social Work Licensing Clinical Exam Guide, Fourth Edition, provides everything you need to successfully pass the ASWB LCSW exam and become fully licensed to practice. This bestselling guide from Dawn Apgar is now updated with more practice questions and features to help you study for and pass the LCSW exam. Chapters fully cover the 4 exam content areas and all Knowledge, Skills, and Abilities (KSAs), and end-of-section questions test your understanding and retention. The review concludes with 2 full-length practice exams to prepare you for exam day. With more than 500 unique questions, detailed review content and answer rationales, a glossary of key social work terms, this guide empowers you with the tools and materials to study your way and the confidence to pass the first time, guaranteed. Follow the thousands of successful licensed social workers who have passed their exam with this essential book. Key Features: Includes full review of all KSAs for the LMSW exam. Provides 3x the questions of previous editions—more than 500 in total. Tests your knowledge with 2 full-length timed practice exams. Includes a new glossary of social work terms to solidify your knowledge both in exam preparation and into practice. Expanded and updated descriptions of DSM-TR content. Aligns with the updated ASWB 3-answer question format, so you'll study questions similar to those on the exam. Boosts your confidence with a 100% pass guarantee. Note: Social Work Licensing Clinical Exam Guide, Fourth Edition, includes the same practice test that can be purchased separately as Social Work Licensing Clinical Practice Test, Second Edition. Dawn Apgar, PhD, LSW, ACSW, has helped thousands of social workers across the country pass the ASWB examinations associated with all levels of licensure. In recent years, she has consulted in numerous states to assist with establishing licensure test preparation programs. Dr. Apgar has taught in both undergraduate and graduate social work programs and has extensive direct practice, policy, and management experience in the social work field. |
| a workforce analysis assesses: Crossing the Next Regional Frontier: Information and Analytics Linking Regional Competitiveness to Investment in a Knowledge-Based Economy , |
| a workforce analysis assesses: Best Practices Michael Sullivan, 2010-08 Cost growth and schedule delays are prevalent problems in acquiring defense weapon systems. Manufacturing systems has proven difficult, particularly as programs transition to production. In Dec. 2008, DoD issued an updated version of its acquisition policy that reflects earlier consideration of manufacturing risks. A joint defense and industry group developed manufacturing readiness levels (MRL) to support assessments of manufacturing risks. This report assesses the manufacturing problems faced by DoD, how MRLs can address manufacturing problems, how MRLs compare to manufacturing best practices of leading commercial firms, and challenges and barriers to implementing MRLs at DoD. Includes recommendations. Charts and tables. |
| a workforce analysis assesses: Educart CBSE Question Bank Class 12 Business Studies 2024-25 (As per latest CBSE Syllabus 23 Mar 2024) Educart, 2024-06-17 What You Get: Time Management ChartsSelf-evaluation ChartCompetency-based Q’sMarking Scheme Charts Educart ‘Business Studies’ Class 12 Strictly based on the latest CBSE Curriculum released on March 31st, 2023All New Pattern Questions including past 10 year Q’s & from DIKSHA platformLots of solved questions with Detailed Explanations for all questionsCaution Points to work on common mistakes made during the exam Special focus on Competency-based Questions including all New Pattern Q’sSimplified NCERT theory with diagram, flowcharts, bullet points and tablesTopper Answers of past 10 year board exams, along with Marks Breakdown Tips4 Solved Sample Papers as per the latest Sample paper design released with syllabus Why choose this book? You can find the simplified complete with diagrams, flowcharts, bullet points, and tablesBased on the revised CBSE pattern for competency-based questionsEvaluate your performance with the self-evaluation charts |
| a workforce analysis assesses: Climate and Health Education: Defining the Needs of Society in a Changing Climate Cecilia Sorensen, Gaurab Basu, Lisa H. Patel, Arianne Teherani, 2023-11-16 The adverse effects of climate change are now apparent and present urgent and complex challenges to human health and health systems globally. There is an imperative for quick action on many fronts: to recognize and respond to climate-health threats; prevent climate change at its source by reducing greenhouse gas emissions; support “greener” systems throughout the economy, including healthcare; understand the health co-benefits of adaptation and mitigation; and communicate effectively about these issues. Climate change is intertwined with historical and structural inequities and effective solutions must actively improve health equity. To meaningfully address these deep and interconnected issues, there is a growing imperative across the educational landscape to move beyond existing constraints toward new ways of thinking and learning. Many have recognized that we must create societal systems that account for the health of all people now and into the future while simultaneously preserving and improving the environment on which our life depends. Such transformations rest on the skills, knowledge, values, and attitudes of the workforce, not just in health and health care, but within all sectors. However, despite the health crisis of climate change at our doorstep, development of climate and health curricula is nascent, although is a growing consideration of leaders globally. Because the health impacts from climate and planetary change are so myriad and intertwined, sectors must work together like never before to move beyond existing silos of practice to a shared landscape and vision – in practice, but first in education. |
| a workforce analysis assesses: Time for Action , 2006 |
| a workforce analysis assesses: Foreign Assistance Jess Ford, 2011 This is a print on demand edition of a hard to find publication. The U.S. Agency for International Development (USAID) oversees U.S. foreign assistance programs in more than 100 countries. In 2003, the auditor recommended that USAID develop a comprehensive workforce planning system to better identify its staffing needs and requirements. This report examined: (1) changes in USAID's workforce and program funding since 2004; (2) the extent to which it has developed a strategic workforce plan; (3) the efforts it has taken to implement two key human capital initiatives; and (4) the challenges and constraints that affect its workforce planning and management. The report analyzed staffing and program funding data; and interviewed officials in Washington, D.C., and at six overseas missions. |
| a workforce analysis assesses: NEBOSH IGC Subhash Kumar, 2023-04-15 This is a book in regards to Health and Safety Management, designed with the syllabus of NEBOSH IGC Qualification. NEBOSH IGC, International General Certificate 2018 (IG1, IG2) – June 2020 is one of the leading and most recommended international qualification and certification courses in 'Occupational Health and Safety' globally and is recommended by most organizations. The syllabus and content of this course is helps to develop a good standard of occupational health and safety management systems in an organization and helps to identify and deal with occupational hazards at work, helping to reduce injuries, ill-health, diseases, accidents or fatalities, etc, which will make huge financial savings, increase in employee's morale, reduce in legal action including fines and penalties for an organization. This book is designed for everyone in all nature of industries and organizations. The qualification of NEBOSH IGC is Level 3 of RQF, which shall be helpful and useful for the preparation and foundation of Level 6, NEBOSH International Diploma in Occupational Health and Safety. This qualification is relevant, beneficial and useful to all levels of management in an organization for all departments. * All Technocrats or Engineers from all departments including civil, mechanical, electrical, production, automobiles, etc. * Safety Officers/ Safety Professionals / EHS officers / HR Managers, * Facility / Admin / Production / Quality / Supply Chain / Store Managers, etc. * Managers / Supervisors / Team Leader / Executive and Officers * All Post Graduate / Graduate / Diploma / Intermediate students of any subjects or streams. * Fresher / Skilled and qualified workers willing to build a career in Safety Industry. |
| a workforce analysis assesses: Managing Construction and Infrastructure in the 21st Century Bureau of Reclamation National Research Council, Division on Engineering and Physical Sciences, Board on Infrastructure and the Constructed Environment, Committee on Organizing to Manage Construction and Infrastructure in the 21st Century Bureau of Reclamation, 2006-01-19 In the more than 100 years since its formation, the U.S. Bureau of Reclamation of the Department of Interior (DOI), through its construction program, has brought water, electric power, and recreation facilities to millions of people in the Western United States. With major water and power systems in place, the Bureau's attention has now turned to operation, maintenance, repair, and modernization of those facilities in an environmentally and economically sound manner. To help with this effort, DOI asked the NRC to advise the Bureau on appropriate organizational, management, and resource configurations to meet its construction, maintenance, and infrastructure requirements for its missions of the 21st century. This report presents an assessment of the requirements facing the Bureau in the 21st century, an analysis of good practices and techniques for addressing those challenges, and a review of workforce and human resource needs. The report also provides alternative scenarios that describe possible future organizations for infrastructure management. |
| a workforce analysis assesses: The Internal Auditing Handbook K. H. Spencer Pickett, 2010-09-07 The first edition of The Internal Auditing Handbook received wide acclaim from readers and became established as one of the definitive publications on internal auditing. The second edition was released soon after to reflect the rapid progress of the internal audit profession. There have been a number of significant changes in the practice of internal auditing since publication of the second edition and this revised third edition reflects those changes. The third edition of The Internal Auditing Handbook retains all the detailed material that formed the basis of the second edition and has been updated to reflect the Institute of Internal Auditor’s (IIA) International Standards for the Professional Practice of Internal Auditing. Each chapter has a section on new developments to reflect changes that have occurred over the last few years. The key role of auditors in reviewing corporate governance and risk management is discussed in conjunction with the elevation of the status of the chief audit executive and heightened expectations from boards and audit committees. Another new feature is a series of multi-choice questions that have been developed and included at the end of each chapter. This edition of The Internal Auditing Handbook will prove to be an indispensable reference for both new and experienced auditors, as well as business managers, members of audit committees, control and compliance teams, and all those who may have an interest in promoting corporate governance. |
| a workforce analysis assesses: Storage and Disposition of Weapons-usable Fissile Materials , 1996 |
| a workforce analysis assesses: Time Autonomy and Work in France, Germany, and China Jens Thoemmes, 2024-08-26 Drawing on case studies from France, Germany, and China, this book argues that the dynamic interactions between time and autonomy have fundamentally reshaped the evolution of work. Jens Thoemmes details how time autonomy transitioned from early efforts to reduce working hours to today’s complex debates about managing work time. Initially focused on reclaiming time from employers during the nineteenth century, time autonomy has broadened to encompass how work integrates into overall social time. Beginning in the late 1960s, new tools like flexitime, time-savings accounts, and telecommuting began aligning employee aspirations with production demands, marking a shift towards more flexible work arrangements. Placing work environments from France, Germany, and China in comparative perspective, this book explores the way time autonomy varies in different workplaces and socioeconomic contexts as well as the conditions, opportunities, and risks involved. |
| a workforce analysis assesses: Getting Skills Right Training in Enterprises New Evidence from 100 Case Studies OECD, 2021-10-29 Enterprises are a key provider of education and training for adults across OECD countries. Yet, policy-makers lack a detailed understanding of how training in enterprises takes place. This report opens the black box of training and informal learning in enterprises by providing in-depth insights on: i) what training and learning opportunities enterprises provide; ii) why they provide training (or not); and iii) how they make decisions about training. |
| a workforce analysis assesses: Public Services Or Corporate Welfare Dexter Whitfield, 2001-01-20 Explains the need for public ownership and the welfare state in the face of increasing globalization. |
| a workforce analysis assesses: Department of Homeland Security Appropriations for Fiscal Year ... United States. Congress. Senate. Committee on Appropriations. Subcommittee on the Department of Homeland Security, 2003 |
| a workforce analysis assesses: Offshore Renewable Energy: Ocean Waves, Tides and Offshore Wind Eugen Rusu, Vengatesan Venugopal, 2019-02-11 This book is a printed edition of the Special Issue Offshore Renewable Energy: Ocean Waves, Tides and Offshore Wind that was published in Energies |
| a workforce analysis assesses: Business Intelligence And Analytics Prof. (Dr.) Sugandha Singh, 2023-12-27 In the fast changing world of modern business, the book Business Intelligence and Analytics serves as a complete guide, unraveling the complexities of strategically using data. As data becomes a critical asset for organizations, this book will become a must-have resource for professionals, executives, and students navigating the intricate interaction of information, technology, and decision-making. Beginning with the foundations of data collection and storage and progressing to advanced subjects such as predictive modelling, machine learning, and artificial intelligence, the book provides a full investigation of business intelligence and analytics. Readers acquire a comprehensive overview of the tools and processes defining the data-driven decision-making environment by covering the whole range. The book incorporates real-world examples and case studies to demonstrate essential topics and is rich in practical insights. The incorporation of theoretical ideas into concrete situations bridges the gap between theory and application, providing readers with a better knowledge of how to implement business intelligence techniques in a variety of organizational contexts. The book is aimed at a wide range of readers, including corporate leaders, data analysts, and students. Whether you are a seasoned business leader looking for a strategic data advantage, an analyst looking for relevant insights, or a student laying the groundwork, this book is a flexible and approachable resource for all levels of experience. |
| a workforce analysis assesses: Introduction to Management John R. Schermerhorn, 2011 Completely updated and revised, this eleventh edition arms managers with the business tools they’ll need to succeed. The text presents managerial concepts and theory related to the fundamentals of planning, leading, organising, and controlling with a strong emphasis on application. It offers new information on the changing nature of communication through technology. Focus is also placed on ethics to reflect the importance of this topic, especially with the current economic situation. This includes all new ethics boxes throughout the chapters. An updated discussion on the numerous legal law changes over the last few years is included as well. Managers will be able to think critically and make sound decisions using this text because the concepts are backed by many applications, exercises, and cases. |
| a workforce analysis assesses: Exploring Management John R. Schermerhorn, Jr., Daniel G. Bachrach, 2020-12-22 Exploring Management, 7th Edition supports teaching and learning of core management concepts by presenting material in a straightforward, conversational style with a strong emphasis on application. With a focus on currency, high-interest examples and pedagogy that encourages critical thinking and personal reflection, Exploring Management, 7th Edition is the perfect balance between what students need and what instructors want. Organized by study objectives and broken up into more manageable sections of material, the Seventh Edition supports better student comprehension and mastery of concepts. And features like skill builders, active learning activities, and team projects give students frequent opportunities to apply management concepts. Class activities provide opportunities for discussion and debate. Students can build solid management skills with self-assessments, class exercises, and team projects. |
| a workforce analysis assesses: Abstracts of Reports and Testimony , 1996 |
| a workforce analysis assesses: Indexes for Abstracts of Reports and Testimony , 1996 |
| a workforce analysis assesses: Programmatic EIS for Stockpile Stewardship and Management , 1996 |
| a workforce analysis assesses: Amazon Ecosystem - Past Discoveries and Future Prospects Heimo Mikkola, 2024-03-06 The Amazon region is the largest river basin and rainforest ecosystem in the world. It contains billions of trees, which are a vital carbon store to slow down global warming. Amazonia is home to one million indigenous people and some three million species of plants and animals. The future of the world’s largest forest is critical to South America and the planet. However, nine owner nations—Bolivia, Brazil, Colombia, Ecuador, French Guiana, Guyana, Peru, Suriname, and Venezuela—have encouraged agriculture, logging, and mining activities, causing a dangerous setback in the effort to protect “the lungs of the world. Due to global importance, the protection of Amazonia is vital. This book includes six chapters that describe the past and present situation of the Amazon region and present positive examples of sustainable development possibilities. |
| a workforce analysis assesses: Department of Homeland Security Appropriations for Fiscal Year 2004 United States. Congress. Senate. Committee on Appropriations. Subcommittee on the Department of Homeland Security, 2003 |
| a workforce analysis assesses: The Budget of the United States Government United States. Office of Management and Budget, 2015 |
| a workforce analysis assesses: Fiscal Year 2013 Appendix, Budget of the U.S. Government , Presents detailed information on individual programs and appropriation accounts that constitute the budget. Includes for each Government department and agency the text of proposed appropriations language, budget schedules for each account, new legislative proposals, and explanations of the work to be performed and the funds needed, and proposed general provisions applicable to the appropriations of entire agencies or groups of agencies. NOTE: NO FURTHER DISCOUNTS FOR ALREADY REDUCED SALE ITEMS. |
Worforce Planning Guide - U.S. Office of Personnel …
Workforce Planning is the systematic process of analyzing and assessing to set targets to mitigate the gaps between the workforce of today and the mission and human capital needs of …
A Workforce Analysis Assesses [PDF] - archive.ncarb.org
A Workforce Analysis Assesses: Will We Be Smart Enough? Earl Hunt,1995-07-20 The American workforce and the American workplace are rapidly changing in ways that make them …
Workforce and Succession Planning Evaluation Tool - CalHR
The Workforce and Succession Planning Evaluation Tool assesses six areas of workforce planning: Planning, Analysis, Development, Succession Planning, Implementation and …
Sample - Workforce Analysis and Planning
Provide support and guidance to provide Job Analysis Training, to include how to perform a job analysis and develop tasks, duties and competencies for job analysis and evaluations.
Tools to Support Effective Workforce Development Planning
The Workforce Development Planning Tool Matrix outlines tools and resources to build a strong and qualified public health workforce equipped with equity- focused competencies and …
Workforce Planning Analysis - U.S. Environmental Protection …
Jun 17, 2024 · Forecast: Take a holistic look at the workforce needed to implement major CCAP initiatives, including near-term (next five years) and longer-term needs. Identify acute, priority …
Table 1: Workforce Analysis Process Overview - U.S. Office of …
Identify and prioritize competency gaps using a competency assessment survey, workforce data, and meetings with the SMEs. Identify and evaluate a range of strategies to determine the …
Selection Assessment Methods - SHRM
Job analysis is important because it provides information that is necessary to make decisions about what types of assessment methods are most appropriate for a given job.
Workforce Plan Checklist 2023 - CalHR
The Workforce Plan (WFP) Checklist is a tool for identifying key tasks essential to a successful workforce plan. It helps organizations and CalHR evaluate the workforce planning efforts by …
A Workforce Analysis Assesses (Download Only)
Within the pages of "A Workforce Analysis Assesses," an enthralling opus penned by a highly acclaimed wordsmith, readers embark on an immersive expedition to unravel the intricate …
INTRODUCTION TO WORKFORCE distribute - us.sagepub.com
Workforce assessment is comprised of all the processes, systems, and tools used by an organization to make accurate, reliable, and effective decisions about the jobs
OPM’s Workforce Planning Model - U.S. Office of Personnel …
Workforce planning is the systematic process for identifying and addressing the gaps between the workforce of today and the human capital needs of tomorrow. Identify and overcome internal …
Workforce Planning and Analytics How to Guide, Chapter 1
Much of the workforce analytics and planning taking place today are more targeted toward answering a specific question, tackling a particular challenge, or helping your organization …
A Workforce Analysis Assesses (PDF) - archive.ncarb.org
A Workforce Analysis Assesses: Will We Be Smart Enough? Earl Hunt,1995-07-20 The American workforce and the American workplace are rapidly changing in ways that make them …
Workforce Plan Template - Regents of the University of …
UCOP Workforce Gap Analysis compares quantitative and qualitative data on workforce strengths and gaps that the workforce planning team collected for the fiscal year 2018-19. The team …
Workforce Plan Checklist 2023 - CalHR
The Checklist supports a structured approach to workforce and succession management, ensuring that plans align with organizational goals, mitigate risks associated with workforce …
Job Analysis - U.S. Office of Personnel Management
What is a Job Analysis? • A systematic examination of the tasks performed in a job and the competencies required to perform them • A study of what workers do on the job, what …
U.S. Department of Transportation - U.S. Office of Personnel …
workforce analysis is an integral part of workforce planning. The Workforce Analysis Handbook presents a practical methodology for examining the workforce on an annual cycle. The …
A Workforce Analysis Assesses - archive.ncarb.org
A Workforce Analysis Assesses Offers over 60,000 free eBooks, including many classics that are in the public domain. Open Library: Provides access to over 1 million free eBooks, including …
OKLAHOMA HEALTH WORKFORCE ACTION PLAN
Vision: A sustainable system of health workforce data collection and analysis that assesses the economic status and viability of communities of practice, informs stakeholders on the …
Global Cybersecurity Workforce Prepares for an AI-Driven …
Even with increases in certain regions, the cybersecurity workforce growth is slowing — there was an 8.7% workforce increase between 2022 and 2023 with every region adding to their ranks. …
Cybersecurity Workforce Supply and Demand Report
constitute the current workforce, workforce pipeline, short-term demand, and long-term demand. The report then assesses the various sources of data available and some of the limitations …
Bridging the Gap: Meeting Workforce Needs Over the Next …
The Burning Glass Institute (BGI), assesses the risk of labor shortages over the next 5-10 years across occupations and industries. BGI’s analysis of education, experience, and skill …
Global Cybersecurity Workforce Prepares for an AI-Driven …
Even with increases in certain regions, the cybersecurity workforce growth is slowing — there was an 8.7% workforce increase between 2022 and 2023 with every region adding to their ranks. …
Human Resources Functional Maturity Diagnostic
analyses attempt to assess workforce supply and pipeline health, giving HR a more nuanced understanding of workforce turnover and retirement trends for specific positions. More granular …
The Profession Map
The stages of workforce planning including current workforce analysis, determining future needs, identifying gaps and action planning ... Skills and capabilities . How your organisation …
Workforce forecasting models: A systematic review
This paper assesses workforce model-ing and prediction methods by examining their rationale, strengths, and ... Sensitivity analysis in models is assessed. The models are decomposed into …
Report on SCHEV s Higher Education and Workforce …
ideal higher education and workforce alignment system: 1. Cultivate a framework for coordinated workforce data analysis, translation and partnerships. 2. Use labor data and vetted …
GAO-21-83, INTELLIGENCE COMMUNITY: Additional Actions …
hiring, and retention of a diverse workforce. 3. However, recent analysis shows that disparities and challenges for many groups still persist. For example, in a 2017 assessment of IC-wide ...
A Market Analysis for Affordable/ Workforce Housing In the …
Mar 4, 2023 · This study assesses market characteristics of La Pointe and the nearby larger cities of Bayfield, Washburn and Ashland in addition to the counties of Ashland and Bayfield, …
Equality Analysis on the NHS Workforce Race Equality …
This document presents the equality analysis for the NHS Workforce Race Equality Analysis. It is intended to be a 'live' document - to be ... 1 Introduction to the Equality Analysis This Equality …
John J. Heldrich Center for Workforce Development research …
effectiveness of a workforce program. By establishing a program’s net impact and overall effectiveness, evaluation can be vital to building a program’s sustainability. As important, …
POSITION TITLE: Workforce Development Specialist III - …
TITLE: Workforce Development Specialist III 2 of 3 contacts, and counseling. Assists clients with job placement, including job-search classes, labor market analysis and employment contacts. …
Organizational Diversity, Inclusion, and Belonging
3 organizational diversity, inclusion, and belonging: 2021 pulse report arvard business publising corporate learning about the surveys in october 2020, harvard business publishing
The Impact of the Aging Population on the Health Workforce …
Health Workforce in the United States: Summary of Key Findings March 2006 This study was funded by the National Center for Health Workforce Analysis Bureau of Health Professions …
Guide to Workforce Skills Assessment Instruments
description, comparisons with other instruments of the same type, and an analysis of its applicability to the region. JEL codes: J24, J0 ... I. Introduction Workforce skills and …
Human Resource Planning: Forecasting Demand and Supply
Jul 19, 2012 · analysis can be used to develop appropriate recruitment and selection methods to determine dimensions on which personnel should be evaluated, to determine the worth of jobs …
2018 Massachusetts Offshore Wind Workforce Assessment
4. Offshore Wind Workforce Gap Analysis: Estimates the degree to which the Massachusetts workforce is prepared to fill OSW positions as the wind farms are developed. 5. Health and …
CARDIAC PHYSIOLOGY WORKFORCE OPTIONS ANALYSIS
CARDIAC PHYSIOLOGY WORKFORCE OPTIONS ANALYSIS Executive Summary There is a major shortfall in the cardiac physiology workforce which threatens the ability to ... The …
April 2010 BEST PRACTICES - U.S. Government …
An analysis of DOD’s technical reviews that assesses how programs are progressing show that MRLs address many gaps in core manufacturing-related areas, particularly during the early …
North Dakota Workforce Innovation and Opportunity Act
economic conditions, workforce characteristics, and workforce development activities. These analyses drive the required vision and goals for the State’s workforce development system …
GAO-13-65, DHS STRATEGIC WORKFORCE PLANNING: …
collecting and analyzing workforce data, determining optimal staffing, and identifying gaps in workforce needs, amongst others. For example, we reported in September 2012 that most of …
Options for Department of Defense Total Workforce Supply …
May 19, 2014 · force supply and demand—and assesses the availability of data needed to apply such approaches to DoD total workforce analysis. Choices in Workforce Planning and Analysis …
Mapping health workforce development strategies across …
This paper assesses HRH strategies to (1) create great er understanding on the collective global action towards improving HRH, and (2) iden tify opportunities for greater co-o rdination to …
Driving Compensation Strategy Alignment : Using Analytics to …
Essentially, the analysis assesses whether the organization is more focused on paying for outside experience or building and retaining home-grown talent. Gender. The analysis can identify …
The Quest for Increased Saudization: Labor Market Outcomes …
This paper assesses ... Moreover, our analysis suggests that the resulting unintended consequences far outweighed the benefits over time generating a less cost-effective and …
Complementarity, Augmentation, or Substitutivity? The …
interventions that help the workforce adapt to AI-driven changes. AI in Predicting Competency Interventions Predicting the impact of generative AI on specific work competencies is complex …
Remote Workforce Analytics - Harrison Assessments
Analysis - Identifying Development & Training Needs The Remote Worker Analysis Reports target three distinct areas: 1. The Remote Work Behavioral Competencies which identify traits …
UNIT 3 METHODS AND TECHNIQUES OF DEMAND …
30 Basics of Human Resosurce Planning 3.3 FORECASTING DEMAND FOR EMPLOYEES Economic factors: As business is an economic activity, forecasts must consider economic …
The Roles and Value of Geriatricians in Health Care Teams : A …
UCSF Health Workforce Research Center on Long-Term Care ... comprehensive landscape analysis derived from scholarly work that assesses how ... summary of the stage 1 findings. A …
2023 Educator Preparation Program and Workforce Analysis …
Educator Preparation Program Report and Workforce Analysis 5 Licensure Assessments Testing data summarized below includes candidates who were enrolled in educator preparation …
Security Risk Analysis Tipsheet: Protecting Patients Health …
Apr 18, 2014 · To help you conduct a risk analysis that is right for your medical pr actice, OCR has issued . Guidance on Risk Analysis. There is no single method or “best practice” that …
The Roles and Value of Geriatricians in Healthcare Teams: A …
UCSF Health Workforce Research Center on Long-Term Care ... a comprehensive landscape analysis derived from scholarly work that assesses how ... This report is a summary of the …
(2) Office of the Chief Human Capital Officer - NASA
(a) Establishing and managing long-term Agency workforce planning and analysis processes to identify workforce characteristics and competencies needed to accomplish the Agency’s …
Remote Workforce Analytics - Harrison Assessments
Analysis - Identifying Development & Training Needs The Remote Worker Analysis Reports target three distinct areas: 1. The Remote Work Behavioural Competencies which identify traits …
Status of the Oil and Gas Industry Labor Pool in Alaska and …
first addresses the status of the oil and gas industry labor pool and then assesses the effectiveness of workforce development efforts by the state. ... Analysis section, employment …
Evaluation of Workforce Development, Part II
Key features of EARN workforce training are as follows: • EARN grants are organized around SIPs of employers and support organizations; • EARN grants can fund workforce training for …
Strategy Execution and Sustainability: Using the Baldrige
The Baldrige performance excellence framework assesses seven categories of performance including (1) Leadership; (2) Strategy; (3) Customers, (4) Measurement, Analysis, and …
Combined Strategic Workforce Development Plan
Guam is designated as a single state workforce development area in accordance with Section 105(d)(1). D. Provide the appeals process and policy referred to in section 121(h)(2)(E) of …
Worforce Planning Guide - DCPAS
2.2 Conduct Workforce Analysis 12 2.3 Develop Workforce Action Plan 17 2.4 Implement and Monitor Workforce Action Plan 18 2.5 Evaluate and Revise Workforce Action Plan 19 …
ECONOMIC ANALYSIS OF THE FOOD AND AGRICULTURE …
AGRICULTURE SECTOR WORKFORCE ANALYSIS. APPENDICES GLOSSARY. DATA SOURCES 1. 2 3. 19 27. 31 35. 39 43. 47 51. 59 63. 67 75. 79 83. 87 97. 105 107. 1 ... The …
ADDRESSING MENTAL HEALTH WORKFORCE NEEDS IN …
Workforce Information and Analysis, in HRSA's Bureau of Health Professions, which sponsors and conducts research and policy analysis on issues relevant to the national health workforce; …
GAO-17-568, ARMY WEAPON SYSTEMS REQUIREMENTS: …
Until the Army comprehensively assesses the needs of its requirements development workforce—to include research analysts, systems ... Army Requirements Development …
U.S. Army Talent Management Strategy
2-4. Differentiating Army Workforce Segments The Army’s workforce has discrete and specialized segments that, by necessity and law, are managed differently. These specialized segments …
The Implications of AI Dominance in the Workforce: A …
Workforce: A Comprehensive Analysis Dinumol Philip1, Andriya Tina Dsouza2, Rosemol Xavier3 1,2,3Department of Computer Science, DePaul Institute of Science & Technology, Angamaly, …
GAO-22-106135, COAST GUARD: Increasing Mission …
The analysis identifies both the number of personnel required, and their necessary competencies, while also taking into account the effect of existing, new, or modified requirements on Coast …
MIT Open Access Articles Strategic Workforce Planning …
Jan 4, 2021 · The workforce planning problem of hiring, dismissing and promoting has been the perennial difficulty of HR ... assesses expected supply within the organization and in the labor …
GAO-17-568, Accessible Version, ARMY WEAPON SYSTEMS …
Until the Army comprehensively assesses the needs of its requirements development workforce—to include research analysts, systems ... Army Requirements Development …
USDA Workforce Planning & Succession Planning Guidance
Hold subordinate managers accountable for carrying out workforce planning and for using its products. The analysis and determination of the Workforce Plan shall be completed by the end …
