Workforce Management Using Business Analytics
The Methodologies and Recommendations to achieve
the same are as enumerated :
1. Understanding the primary values, goals and outcomes of the business
• This is the first step to skill audit gap analysis and the
method can be initiated by interviewing top executives
and analysis of the segmented plans of the organization.
• This step needs to provide clarity of the need to plan
workforce, what specific skills and knowledge bases are
needed for the fulfilment of the business goals and
what kind of budget, duration and time investment we
need to have.
2. Workforce segmentation & scenario planning
• This step is aimed at achieving a clear bifurcation
among all the jobs, roles and vertical needs that need
to be addressed. It is the phase where accountability
of different accountabilities needs to be fixed.
• This stage can be executed either by detailed survey,
or using the company information available and gathering of valuable information about the existing and
required headcount, qualification, competency, in
which location et al.
3. Supply and demand optimization
• This would technically be the first step towards recruitment planning as the supply of projects/ magnitude of work will generate the overall internal demands of manpower and accordingly we can pin-point
our requirements segment wise
• This stage will also tell us about the multi skill facets
that are needed, what unforeseen changes might occur over the planning process etc. We basically need to
prioritize the competencies and accordingly create the
skill mix
5. Project establishment and allocation of resources
• Formation of teams, leaders, plans of implementation, key personnel in the verticals, time line deliverables, confirmations of roles and responsibilities,
• Providing numbers that need to be recruited, outsourced, scheduling interviews and tests, d