By Robert M. Emmerichs
Describes a user's consultant for contributors undertaking crew making plans.
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Question 2 highlights the data needed to make informed human capital decisions and, if the data are not currently available, can stimulate efforts to gather it. A Structural View: Themes and a Blueprint for Workforce Planning 17 The Projected Future Inventory 3. If the organization maintains current policies and programs, what distribution of characteristics will the future workforce possess? The distribution of workforce characteristics in the inventory changes over time because of managerial actions and employee decisions.
4, may be too much to expect, however, especially during the early application of workforce planning in an organization. 10 The incremental approach begins with the current inventory. Business unit executives and line managers review the information regarding the distribution of the critical workforce characteristics within the current workforce (current inventory). These participants perform two assessments that lead to an estimate of the current desired distribution of workforce characteristics.
It is particularly important (and an area in which many efforts fall short) that the activity capitalize on executive and line participation. ). Executives must articulate strategic intent clearly and in terms that can be translated into human capital considerations. Line managers must identify the workforce characteristics and assess the distribution of those characteristics that are needed to accomplish their strategic intent. This is 22 An Operational Process for Workforce Planning an unfamiliar, and therefore difficult, task for both.
An Operational Process for Workforce Planning by Robert M. Emmerichs