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1. Strategic Workforce Planning Definition

Strategic Workforce Planning - is the organization's coherent framework of human capital policies, programs, and practices to achieve human capital requirements that are directly tied to and supportive of the goals, objectives and outcomes of the agency's strategic plan. It is the planning mechanism for assuring that the organization has the right people, with the right competencies, in the right place, at the right time.



TitleShort Description
AccentureAccenture is a global management consulting, technology services, and outsourcing company. The website provides a large amount of research and analysis of workforce needs development issues, including studies to compile workforce data spanning several years.
ACTACT is an independent, not-for-profit organization that provides assessment, research, information, and program management services in workforce development. The website provides access to a number of Workforce Tools for Success, ranging from consulting services to tools for skills assessment.
Advanced Succession Planning: Next Generation Practices for Ensuring Your Organization's FutureThis article offers methods and tools to integrate succession planning into workforce planning.
Analysis and Benchmarking of State DOT Recruitment and Hiring PracticesThis study presents the analysis and synthesis of successful practices in recruiting and hiring among public and private sector transportation and other related industry organizations. The goal of the study is to supply state Department of Transportation human resource professionals with working tools to enhance the effectiveness of current efforts to attract and hire the best qualified entry and mid-career level employees.
Background and History of the Capital Projects Skill Development ProgramThe California Department of Transportation (Caltrans) has begun a three-year skill development plan for its ~10,900 Capital Project employees. It used a four-phase process to develop the plan: (1) Need Identification, (2) Need Quantification, (3) Plan to Meet Needs, and (4) Implementation Plan.
BearingPointBearingPoint is a global management and technology consulting company that provides strategic consulting, applications services, technology solutions, and service management to agencies. The website is a source for several articles and case studies for dealing with workforce issues.
Building a Scalable Human Capital InfrastructureThe past decade has seen an explosion in the need for knowledge workers, together with a seismic shift in the emergence of a new segment in the human capital continuum, that of the project professional. The shortage of in-house resources and/or tight development timeframes often leads to the need to supplement one's own staff with experienced outside experts who can seamlessly integrate into an existing team to add value immediately. This article talks about the benefits of using project professionals, and how to manage them.
Building Successful Organizations: A Guide to Strategic Workforce PlanningThis 'how-to' guide defines strategic workforce planning, and provides models, checklists, and a step-by-step approach to strategic workforce planning in the public sector. The approach taken is based on case studies of the Natural Resources Conservation Center and the Volpe Transportation Center. It explains how to project workforce supply, determine future requirements, project workforce demand, and analyze gaps.
California Workforce Investment BoardThe California Workforce Investment Board assists the governor in setting and guiding policy in the area of workforce development. The board meets regularly to address issues defined in its strategic plan, and is a good resource for workforce articles, practices, and latest news.
Campbell Interest and Skill Survey (CISS)The Campbell Interest and Skill Survey (CISS) measures self-reported vocational interests and skills. Similar to traditional interest inventories, the CISS interest scales reflect an individual's attraction for specific occupational areas. However, the CISS instrument goes beyond traditional inventories by adding parallel skill scales that provide estimates of an individual's confidence in his or her ability to perform various occupational activities.
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