Workforce Analysis

Workforce Analysis

Having identified organizational priorities, the next step focuses on the roles and capabilities needed for the department to be successful.

 

  • Identification of Critical Roles

The leadership team identifies the key job functions and job roles that will be the initial focus of the talent review discussions.

Depending on the need, a talent review could focus on any of these groups:

  • All staff in a particular function or organization unit
  • A specific group or job category of the employee population
  • A specific tier of leaders, managers, or supervisors
  • Inventory of Skills and Knowledge

In this step, leaders brainstorm skills, knowledge, and attributes that contribute to success for the identified job roles. This information serves as background for evaluating the performance and potential of a targeted employee group.

This process can also include an overall strength / gap analysis of the department that summarizes existing workforce capabilities and identifies gaps that need to be filled by external hiring or internal development initiatives.

Workforce data can help optimize the process of workforce planning by providing a snapshot of the department. Types of information that help leaders look at the workforce include:

  • Demographic Review summarizes the workforce on multiple dimensions such as age, gender, ethnicity, and years of service.
  • Promotion/Transfer/Turnover Data captures vertical and horizontal movement, as well as exit information.
  • Staffing Trend Analysis considers internal and external hiring patterns for filling open positions. It can also include internal to external hiring ratios.

For assistance with analyzing your workforce, contact oed-request@mit.edu.