Federal Workforce Analysis and Planning

(2 day course)

Note: Suggested topics listed below. Course can be tailored to address specific GSA classification issues.

This course is available for On-Site Training only. We will bring this course to your agency or company.
Contact Don Dickson, On-Site Training Manager at (301) 455-5633 or Don.Dickson@GovernmentTrainingInc.com

Now Avaliable

Managing a Government Workforce Book Image


Using a workforce planning model, acquire the skills you need to align workforce planning with your agency's mission.

Learn how to forecast and plan for future human resources needs: analyze mission requirements, collect workforce data, identify workforce surpluses or gaps, and identify solutions to address the gaps.

Learning Objectives

  • Recognize the importance of workforce analysis and planning in the strategic management of human capital
  • Use data and planning models in the workforce planning process
  • Analyze and interpret workforce data using workforce supply and demand analysis methods
  • Develop strategies to address skill gaps
  • Take the steps needed to successfully implement a workforce action plan
  • Evaluate whether a workforce plan is achieving desired results or needs revision


Day 1 of 2
  1. Introduction to Workforce Analysis and Planning
  2. Define workforce analysis and planning
  3. Discuss the role of workforce analysis and planning in strategic human capital management (SHCM)
  4. Explain the role of data in SHCM
  5. Describe the importance of workforce analysis and planning to accomplishing an organization's business and mission
  6. Describe steps commonly used in workforce planning models
  7. Discuss e-Government in general terms as it relates to workforce planning
  8. Set the Strategic Direction
  9. Describe the strategic planning process
  10. Explain how an agency's strategic plan will/should impact employees
  11. Identify key priorities that should inform/direct workforce planning
  12. Assess Current and Future Workforce
  13. Define workforce supply analysis and the purpose of this data
  14. Identify types and sources of workforce supply and demand data available to agencies
  15. Discuss sources and methods commonly used to collect workforce supply and demand data
  16. Interpret workforce supply and demand data to identify implications for workforce planning
  17. Identify and Analyze Skills Gaps
  18. Explain how to perform a gap analysis
  19. Compare supply analysis with demand analysis to determine future gaps/shortages and surpluses/excesses in the number of staff and needed skills
  20. Identify anticipated future changes in workforce demographics
  21. Identify areas in which management action will be needed to reach workforce objectives
Day 2 of 2
  1. Develop Strategies to Address Gaps (Action Plan)
  2. Define steps in developing a workforce action plan.
  3. Identify strategies to address identified skills gaps.
  4. Describe the factors that influence action plan strategies
  5. Implement Action Plan; Monitor, Evaluate, Revise
  6. Define the steps involved in implementing a workforce action plan
  7. Identify key actions to take to help ensure successful implementation of a workforce action plan
  8. List the steps involved in monitoring, evaluating, and revising a workforce action plan
  9. Identify the key issues involved in determining whether to revise the workforce plan
  10. Determine the data collection tools that should be used to determine whether a workforce plan is achieving results