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
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.
- 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
Day 2 of 2
- 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
- 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
- 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