Human Resource Planing: Workforce Analysis

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Human Resource Planing: Workforce Analysis

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Human Resource Planing: Workforce Analysis

  1. 1. WORKFORCE ANALYSISHuman Resource PlanningHuman Resource DiplomaJeddah Community CollegeKing AbdulAziz University2012/2013By:Engr. Saad AbuRiyahFares AlKhayyatMohammad SemriTalal AlBloshi
  2. 2. WORKFORCEANALYSIS214/03/2013What is workforce analysis?A process through which organizations review staffing dataand trends to determine their current and future hiringneeds, allowing them to prepare a better succession plan.HOW MANY AND WELLBefore conducting the workforce analysis•Force Analysis •Organization Strategy•Budget•Ask Managers•What people do!•Mission and Vision
  3. 3. WORKFORCEANALYSIS314/03/2013The Importance of Workforce AnalysisWorkforceAnalysisImportanceRetention andRestructuringFuture BudgetConstraintsSmallerRecruitmentPoolRecruit theRightPerson forthe Right JobSwitch fromReactive toProactive
  4. 4. WORKFORCEANALYSIS414/03/2013Workforce Analyst V.S. Workforce Scanner•Analyst: focuses on people who are presently available todo the job•Scanner: try to predict the kind of people needed to work inthe future
  5. 5. WORKFORCEANALYSIS514/03/2013CONDUCTING WORKFORCE ANALYSIS•Step1: Supply Analysis:profiling your current workforce and projecting the futurecomposition needed.Current Supply:•What jobs now exist?•How many people are performing a job?•How essential is the job?•Number of employees•Number of positions•Existing skills/competencies•Performance ratings•Employee competency levels
  6. 6. WORKFORCEANALYSIS614/03/2013CONDUCTING WORKFORCE ANALYSIS•Step2: Demand Analysis:determine your organizations future workforce needs.Environmental FactorsDemographicsTechnologyEconomicsLabor Market
  7. 7. WORKFORCEANALYSIS714/03/2013CONDUCTING WORKFORCE ANALYSIS•Step3: Gap Analysis:comparing the workforce supply analysis to the workforcedemand analysis to identify the differences A Gap: (projected supply less than forecasted demand)indicates a future shortage of needed employees.A Surplus: (projected supply greater than forecasteddemand) indicates future excess that may require action.
  8. 8. WORKFORCEANALYSIS814/03/2013SOURCES AND TOOLSTool 1: Staff Audit and Benchmark ConsolidationTool 2: Functional Review of the OrganizationTool 3: Ratio Analysis of Staff DataTool 4: Productivity ReviewsTool 5: Age ProfilesTool 6: Supply Forecasting
  9. 9. WORKFORCEANALYSIS914/03/2013CONCLUSIONS AND SUMMARYAccording to Department of Personnel Administration(DPA), statistical data shows that an estimated 35% ofthe State workforce, which is approximately 80,000employees, will become eligible for retirement withinthe next five years.
  10. 10. WORKFORCEANALYSIS1014/03/2013Thank you for listening

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