Workforce Planning in Complex Organizations

In 2000, the Acquisition Workforce 2005 Task Force of the Office of the Secretary of Defense (OSD) called for the development and implementation of needs-based human resource performance plans for Department of Defense (DoD) civilian acquisition workforces. The greater need for workforce planning is expected to arise from an unusually heavy workforce turnover, itself due to a large number of expected retirements among older employees in a workforce that has not hired younger new workers in recent years, as well as from an expected transformation in acquisition products and methods in coming years. Workforce planning helps to ensure that an organization has the right mix of education, experience, etc. of personnel to advance its functional and organizational objectives. To succeed, workforce planning should answer questions regarding desired workforce characteristics now and in the future, and how organizational practices are helping maintain or develop these characteristics. Among elements needed to make workforce planning successful are active executive and line manager participation, accurate and relevant data, and sophisticated workload and inventory projection models.

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