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Workforce Planning. Personnel Department. What does Workforce Planning entail at the City of Phoenix?. Historical / Ongoing Efforts Management Intern Training Catalog (e.g., Supervisor and Management Academy) Citywide Committees / Taskforces (e.g., Diversity Taskforce)

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Workforce planning

Workforce Planning

Personnel Department


What does workforce planning entail at the city of phoenix
What does Workforce Planning entail at the City of Phoenix?

  • Historical / Ongoing Efforts

    • Management Intern

    • Training Catalog (e.g., Supervisor and Management Academy)

    • Citywide Committees / Taskforces (e.g., Diversity Taskforce)

    • Departmental Efforts (e.g., Aviation Dept’s “Building Bench Strength” program)


What does workforce planning entail at the city of phx cont d
What does Workforce Planning entail at the City of Phx? (cont’d)

  • Presentations facilitated by the Personnel Department

  • Reports (available from Retirement)

  • Intranet site (Personnel Dept)


Themes
Themes (cont’d)

  • Process

  • Development

  • Opportunity

  • Creative

  • Partnership

  • Merit-based


Definitions workforce planning
Definitions: (cont’d)Workforce Planning

  • “Getting the right people in the right jobs at the right time.”

    • Unknown

  • “Having the right number of people with the right job knowledge, diversity, and skills working in the right jobs at the right time.”

    • State of Pennsylvania,

      Workplace Planning Home Page


Eligible to retire general city
Eligible to Retire (cont’d)(General City)


Expected future workforce trends
Expected Future Workforce Trends (cont’d)

  • Older and more diversified workers

  • A shift toward higher-skilled workers

  • Workers with changing values and expectations

  • Increased demand for agency services

  • Increased competition for talent

  • An increasing number of employees retiring


Enter workforce succession planning
Enter: Workforce/Succession Planning (cont’d)

  • Less reliance on external talent as sole/ primary source of candidates.

    “As the emphasis has shifted from a ‘replacement’ process to a developmental one…more and more succession processes reach deeper into the organization.”

    “Growing Your Companies Leaders”, Fulmer


Workforce planning1
Workforce Planning (cont’d)

Most models involve variations of:

  • Identifying key positions for succession

  • Identifying required skills and competencies of key positions

  • Gap analysis (skill, headcount, etc.)

  • Developing employees

  • Evaluating results


Competencies
Competencies (cont’d)

Those behaviors and skills that are necessary for success in a particular role.


Workforce planning2
Workforce Planning (cont’d)

Who is responsible for WP?

  • Current work force statistics

  • ID key positions

  • ID gaps (skills and/or headcount)

  • Projecting out program demands

  • Assessing labor supply

  • Improving diversity profile


Barriers
Barriers? (cont’d)

  • What are the most significant barriers in getting the right people in the right jobs at the right time?


What is the right balance
What is the right balance? (cont’d)

  • Opportunity for everyone

  • Multiple programs, avenues, initiatives offered to employees to develop

  • Broader development goals, diverse experience (not just one “fast track”)

  • Expect some initiative on part of employees (e.g. on eligible list)

  • Motivating / prodding certain employees?


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