Workforce Planning Summary
Workforce Planning: As a HR partner to the CCJK executive team group, one of my tasks is to reduce the business strategy execution risks associated with the workforce capacity, capability and flexibility in CCJK. Demand Analysis This item focuses on the questions: Employee Descriptive Data • Operational Data: Forecasting Rate Data Voluntary termination Involuntary termination Leave of absence Application for another position (internal filling rates) Internal transfer rates Forecast workforce data Organization wide Lines of business Department(s) Location Job Family Job Position-by-position (or employee-by-employee) Data produced in the forecast could include, for each time period, the following: Workforce supply Staff availability (current and forecast); Movement forecast (i.e. anticipated promotion and transfers); and Hiring trends and profile of new staff. Workforce demand reporting viewed from any dimension where supported by data, such as By job; By job family; Department; and Location. Gaps by: Number of staff; and Competencies. Cost Direct compensation and benefit costs; HR program costs (e.g. training); and Process Diagrams Process Narrative Output Metrics DEMAND SUPPLY GAP Generation Ratio: Silents & Boomers / Generation X&Y Career Path Ratio Absence Rate (Overall & Unscheduled) Net Hire Ratio Cost per Hire Available Workforce % Net Hire Ratio: Silents & Boomers / Generation X&Y Internal Placement Rate Cost of Turnover Retention Rate Quality of Hire HR Staffing Rate Span of Control Staffing Rate: <30 in Age Knowledge Transfer Efficiency Staffing Age Profile Staffing Rate: Tenure 5 years Termination Rate <1 Year Tenure Time to Fill Workforce Metrics Framework Governance The following is an illustration of a governance structure: In summary, the Workforce Planning is systematic governance and planning programs, All synergized efforts will be take into action in the implementation of a smooth and effective and efficient WFP. More information on this topics, send your suggestions to hr@ccjk.com; our staff team will be glad to hear more from your feedback.
The objective of this role is to be defined as follows as 5 “rights”. They are:
attract the right people, with the right skills and right price, at the right time and right place.
Supply Analysis & Forecasting
Gap Analysis
Employee Event Data – Rates of Change
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