ProficientWriting | Internal/External Scan and Workforce Planning in an Organization

Internal/External Scan and Workforce Planning in an Organization

Conduct an internal/external scan of your own organization. If you do not currently work in an organization, you may a) use a pastorganization with which you are familiar b) research an organization, or c)interview someone about the hiring processes at their organization. Peer reviewers will evaluate your answer to these components using a rubric, and will also assess the overall quality of your writing. I. Internal Analysis:Identify one internal factor in your organization from the list below and learn more about this topic in your organization. Talk with one to two key company leaders to truly understand the impact of these areas. For instance, is there a concern about baby boomers retiring? Are job candidates demanding greater compensation and is the company able to meet those demands? What challenges do these areas pose? Your goal at this point is not to solve the problem, but to better understand the issues your company is facing, from the lens of managers and those directly affected. Current workforce profile demographics Current/future sales projectionsSuccession plans and the need to grow and retain key positionsTurnoverEmployee EngagementBudgets and wagesCurrent issues with productivity, quality, safetyProduction capabilitiesTechnologySection 2. External FactorsIdentify one external factor in your organization from the list below and learn more about this topic in your organization. Talk with one to two company leaders to truly understand the impact of these areas. For instance, is there a concern about the current unemployment rates? What threat do competitors pose by reducing available talent, or potentially hiring your best people away? What challenges do these areas pose? Your goal is to better understand the external issues your company is facing, from the lens of managers and those directly affected. Labor Market pay rates, unemploymentEconomyCompetitionGlobalizationTechnologyIndustryLegislationCustomer demands (seasonality, preferences)Location of organizationSocietal changes and demographicsSection 3. Workforce Planning SolutionsIdentify one solution for one of the workforce staffing challenges that a leader described in your meetings (or that you found in your research if you weren’t able to talk with anyone). How will this solution benefit the organization? What are the short and long term gains? What are the limitations of this solution. Hold a follow-up meeting with one of the managers you spoke to and discuss the feasbility of your idea.

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Internal/External Scan and Workforce Planning in an Organization

Internal Analysis

Identified Internal Factor: Employee Engagement

Employee engagement is a critical internal factor that significantly impacts organizational performance, productivity, and employee retention. By speaking with key company leaders, it became evident that maintaining high levels of employee engagement is a top priority due to its direct correlation with job satisfaction, motivation, and overall company culture. The challenge lies in sustaining engagement levels amidst changing work environments, especially with the rise of remote work and potential disconnection among team members.

External Factors

Identified External Factor: Labor Market Pay Rates and Unemployment

Labor market pay rates and unemployment rates directly influence the organization’s ability to attract and retain top talent. Through discussions with company leaders, it was revealed that the competitive labor market poses challenges in offering competitive compensation packages to attract skilled employees. Additionally, fluctuations in unemployment rates impact the quality of job candidates available, making it challenging to fill key positions with qualified individuals.

Workforce Planning Solutions

Proposed Solution: Implement a Professional Development Program

Benefits to the Organization:

– Short-Term Gains: Immediate improvement in employee morale, skill development, and job satisfaction.
– Long-Term Gains: Enhanced employee retention, increased productivity, and a more skilled workforce capable of meeting future organizational needs.

Limitations of the Solution:

– Resource Constraints: Developing and implementing a comprehensive professional development program requires time, financial investment, and dedicated resources.
– Employee Participation: The success of the program relies on active employee engagement and willingness to participate in learning and development opportunities.

Follow-Up Meeting with Manager

In a follow-up meeting with a key manager, the feasibility of the proposed professional development program was discussed. The manager acknowledged the importance of investing in employee development but highlighted concerns about aligning training initiatives with employees’ career goals and organizational objectives. Further discussions centered around budget allocation, identifying training needs, and measuring the program’s effectiveness through regular assessments and feedback mechanisms.

By addressing the challenges related to employee engagement, labor market dynamics, and implementing strategic workforce planning solutions like professional development programs, organizations can enhance employee satisfaction, attract top talent, and build a skilled workforce capable of driving success in a competitive business landscape. Collaboration between leadership and employees is essential in creating a positive work environment that fosters growth, innovation, and long-term organizational success.

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