Analysis Of Workforce Demand Analysis
Workforce demand analysis
Demands analysis involves assessment of future needs in terms of human resources needed to achieve the programmed policy objectives of the organisation. This analysis should be based on defining strategic goals of the organisation and identifying staff resources necessary to attain them.
Questions that need to be answered at this stage include:
• What are the future objectives that the organisation needs to achieve? Especially in the context of PKP PLK – what is the number and level of complexity of projects to be implemented and what is their projected timeframe?
• How many employees will the organisation need to achieve the projected objectives? Especially in the context of PKP PLK – what should be the average number
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• How staff should be equipped to deliver their objectives (in terms of infrastructure and technical equipment, possessed entitlements and authorisations etc.)?
• What are the possible risks related to staff resources that may affect timely achievement of deliverables? Especially in the context of PKP PLK – what is the risk of project accumulation (e.g. the risk of overlapping deadlines for projects handled by the same staff members)?
• What are other internal (within the organisation) and external factors (outside of the organisation) that may impact the future workforce demand (legal, economic, technical, environmental, climate related, social, procedural etc.)?
• By what time point the required staff resources need to become operational?
• What budget would be sufficient for building-up required staff capacities?
To build-up on a prior experience of the organisation, preparation of a full-scale demand analysis will require analysing the current staff demand in relation to present strategic objectives, assessing the quality of currently delivered outcomes and identifying the changes that needed or need to be implemented to improve the
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Workforce supply analysis
This activity consists in mapping currently employed staff and identifying employees' roles, skills, qualifications, capacities and attribution of tasks, taking account of all forms of employment (permanent or limited-term employment contracts, civil contracts, business agreements, outsourcing, volunteering etc.). The purpose is to create a comprehensive workforce database with a catalogue of staff skills and capacities, assuming that no substantial changes in the staff composition and organisation are implemented (business-as-usual scenario).
A workforce database should contain detailed information on all employees, including numbers and all their characteristics even if not required on their current posts. The workforce database should also include an information on the current workforce allocation (assignment of staff to given sectors, departments, projects, activities etc.).
The supply analysis should take into account both internal and external aspects of workforce sources and availability, including employed staff, engaged external experts, outsourcers, as well as the planned future staff inflows, reassignments and outflows in the business-as-usual
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