Predictive Workforce Monitoring
Most employers review their workforce plans every year or so, but this isn’t always sufficient. Some employers therefore plan continuously: they do predictive workforce monitoring. For example, Intel conducts semiannual “Organization Capability Assessments.” The staffing department works with the firm’s business heads twice a year to assess workforce needs—both immediate and up to 2 years off.
Boeing considers various factors when predicting talent gaps as part of its periodic workforce modeling process. These include workforce characteristics such as age, anticipated increases or decreases in staffing levels, economic trends, retirement eligibility for job groups, and internal transfers/promotions.
Most employers review their workforce plans every year or so, but this isn’t always sufficient. Some employers therefore plan continuously: they do predictive workforce monitoring. For example, Intel conducts semiannual “Organization Capability Assessments.” The staffing department works with the firm’s business heads twice a year to assess workforce needs—both immediate and up to 2 years off.
Boeing considers various factors when predicting talent gaps as part of its periodic workforce modeling process. These include workforce characteristics such as age, anticipated increases or decreases in staffing levels, economic trends, retirement eligibility for job groups, and internal transfers/promotions.
