This introductory course is for those individuals who need to learn the basic steps in workforce analysis and planning. Using a workforce planning model, learn how to forecast and plan for future human resources requirements. You will be equipped with an understanding of the skills that are needed to align workforce planning with your agency's mission and use metrics to perform "gap analysis" to identify workforce needs. You learn how to use a workforce planning model to accomplish the basic steps of analyzing mission requirements, collecting workforce data, identifying workforce surpluses or gaps, and identifying solutions to address the gaps through recruitment, training and retention strategies.
HR leaders, HR specialists, budget analysts, management and program analysts, supervisors and managers involved in strategic planning. This course is also relevant to anyone who wants to learn how to assess and plan for workforce needs and align the workforce to the agency's strategic human capital management plan.
You may also be interested in Consulting Skills for Human Resources Professionals (CDEV8005D).
Objectives:
Explain the importance of workforce analysis and planning in the strategic management of human capital
Describe how data and planning models are used in the workforce planning process
Evaluate how an agency's strategic plan affects its workforce planning
Analyze and interpret workforce data using workforce supply and demand analysis methods
Develop strategies to address skill gaps
Define actions needed to successfully implement a workforce action plan
Evaluate whether a workforce plan is achieving results and determine the need for revisions
Syllabus:
Syllabus, Graduate School, USDADay 1
Introduction to Workforce Analysis and Planning
Define workforce analysis and planning
Discuss the role of workforce analysis and planning in strategic human capital management (SHCM)
Explain the role of data in SHCM
Describe the importance of workforce analysis and planning to accomplishing an organization's business and mission
Describe steps commonly used in workforce planning models
Discuss e-Government in general terms as it relates to workforce planning
Set the Strategic Direction
Describe the strategic planning process
Explain how an agency's strategic plan will/should impact employees
Identify key priorities that should inform/direct workforce planning
Assess Current and Future Workforce
Define workforce supply analysis and the purpose of this data
Define workforce demand analysis and the purpose of this data
Identify types and sources of workforce supply and demand data available to agencies
Discuss sources and methods commonly used to collect workforce supply and demand data
Interpret workforce supply and demand data to identify implications for workforce planning
Identify and Analyze Skills Gaps
Explain how to perform a gap analysis
Compare supply analysis with demand analysis to determine future gaps/shortages and surpluses/excesses in the number of staff and needed skills
Identify anticipated future changes in workforce demographics
Identify areas in which management action will be needed to reach workforce objectives
Day 2
Develop Strategies to Address Gaps (Action Plan)
Define steps in developing a workforce action plan.
Identify strategies to address identified skills gaps.
Describe the factors that influence action plan strategies
Implement Action Plan; Monitor, Evaluate, Revise
Define the steps involved in implementing a workforce action plan
Identify key actions to take to help ensure successful implementation of a workforce action plan
List the steps involved in monitoring, evaluating, and revising a workforce action plan
Identify the key issues involved in determining whether to revise the workforce plan
Determine the data collection tools that should be used to determine whether a workforce plan is achieving results
