Workforce Planning Presentation

1
Workforce Planning Presentation Practicum for the
Office of the Provost Presented by Kimberly L.
Martin HIED Doctoral Student March 5, 2008
2
What is Workforce Planning? An essential tool
that identifies workload staffing levels,
employee skill sets, and justifies budget
allocations that are required to meet divisional
goals and strategic objectives.
Excerpted from Workforce Planning Guide, 2006
Edition
3

• Why is it important?
• Within the next decade, BGSU can expect to see
  the following
• Its workforce age, creating a brain drain
• An increasingly diverse workforce
• Increased competition for highly skilled
  knowledge jobs and increased
• competition for talent
• Increase in the use of technology in the workplace

Excerpted from Workforce Planning Guide, 2006
Edition
4

• Practicum Goals
• Review and analyze workforce trend data for
  Provost office support
• staff report findings
• Create a current workforce profile
• Project future workforce supply and demand
• Create workforce planning manual template

5

• What are the benefits of effective workforce
  planning?
• It allows for a more effective and efficient use
  of workers.
• It helps ensure that replacements are available
  to fill important vacancies.
• It provides realistic staffing projections for
  budget purposes.
• It provides a clear rationale for linking
  expenditures for training and retraining,
• development, career counseling and recruiting
  and retention efforts.
• It helps maintain or improve a diversified
  workforce.
• It helps offices prepare for restructuring,
  reducing or expanding its workforce.

Excerpted from Workforce Planning Guide, 2006
Edition
6

• Advantages for Employees in Workplace Assessment
• They are able to see and acknowledge the skills
  they already have in their functional
• area.
• They can gain more training where it is needed in
  the workplace through
• arrangements with their manager/supervisor.
• They can receive ongoing support from their
  manager/supervisor for professional
• development.
• They are able to work with their
  manager/supervisor to set clear expectations and
• goals for performance evaluations.

Excerpted from Workforce Planning Guide, 2006
Edition
7

• Current Progress and Next Steps
• Job description and current duty analysis 95
  completed findings to be reported
• Working to develop skill assessment instrument
• Conduct one on one interviews with staff
• Manual in progress

8
Changing the World by Degrees