Human Resource Planing: Workforce Analysis

1. WORKFORCE ANALYSIS
Human Resource Planning
Human Resource Diploma
Jeddah Community College
King AbdulAziz University
2012/2013
By:
Engr. Saad AbuRiyah
Fares AlKhayyat
Mohammad Semri
Talal AlBloshi

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What is workforce analysis?
A process through which organizations review staffing data
and trends to determine their current and future hiring
needs, allowing them to prepare a better succession plan.
HOW MANY AND WELL
Before conducting the workforce analysis
•Force Analysis •Organization Strategy
•Budget
•Ask Managers
•What people do!
•Mission and Vision

3. WORKFORCEANALYSIS
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The Importance of Workforce Analysis
Workforce
Analysis
Importance
Retention and
Restructuring
Future Budget
Constraints
Smaller
Recruitment
Pool
Recruit the
Right
Person for
the Right Job
Switch from
Reactive to
Proactive

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Workforce Analyst V.S. Workforce Scanner
•Analyst: focuses on people who are presently available to
do the job
•Scanner: try to predict the kind of people needed to work in
the future

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CONDUCTING WORKFORCE ANALYSIS
•Step1: Supply Analysis:
profiling your current workforce and projecting the future
composition needed.
Current Supply:
•What jobs now exist?
•How many people are performing a job?
•How essential is the job?
•Number of employees
•Number of positions
•Existing skills/competencies
•Performance ratings
•Employee competency levels

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CONDUCTING WORKFORCE ANALYSIS
•Step2: Demand Analysis:
determine your organization's future workforce needs.
Environmental Factors
Demographics
Technology
Economics
Labor Market

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CONDUCTING WORKFORCE ANALYSIS
•Step3: Gap Analysis:
comparing the workforce supply analysis to the workforce
demand analysis to identify the differences
 A Gap: (projected supply less than forecasted demand)
indicates a future shortage of needed employees.
A Surplus: (projected supply greater than forecasted
demand) indicates future excess that may require action.

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SOURCES AND TOOLS
Tool 1: Staff Audit and Benchmark Consolidation
Tool 2: Functional Review of the Organization
Tool 3: Ratio Analysis of Staff Data
Tool 4: Productivity Reviews
Tool 5: Age Profiles
Tool 6: Supply Forecasting

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CONCLUSIONS AND SUMMARY
According to Department of Personnel Administration
(DPA), statistical data shows that an estimated 35% of
the State workforce, which is approximately 80,000
employees, will become eligible for retirement within
the next five years.

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Thank you for listening