Matching the activities of the workforce with the current and future strategic needs of the business.
The goal of a NEEDS ANALYSIS is to match the activities of the workforce with the current and future needs of the business, both at the organizational and unit levels.
NEEDS ANALYSIS connects the activities of the organization's workforce to its business strategy and goals. Through NEEDS ANALYSIS, the organization figures out which employees it needs for its current and future business activities and plans what needs to be done to make sure those employees are available when they are needed. The People CMM doesn't assume that all of an organization's staffing needs can be met by people who already work there. NEEDS ANALYSIS could include partnerships, alliances, acquisitions, independent contracting, and other ways to make sure that the required parts of workforce competencies are there to support business plans and goals. Strategic workforce plans are used by the people in charge of the workforce activities in each unit as a guide to make sure they know how the unit's workforce activities contribute to the business.
The NEEDS ANALYSIS process starts with figuring out what skills the organization needs now and in the future. These needs are based on what the business, its products, services, markets, technologies, and business processes are expected to change in the future. The organization figures out what needs to be done to improve the skills of its employees. For each workforce competency that the organization thinks needs work, a COMPETENCY DEVELOPMENT plan is made. By putting these COMPETENCY DEVELOPMENT plans together and figuring out what the organization will do to provide the needed skills over time, a strategic workforce plan can be made. The strategic workforce plan sets long-term goals for the activities of the workforce at the organizational and unit levels. Plans are checked on a regular basis to see how well they are working, and at the right PHASE, a report is given.
As part of planning their workforce activities, units set specific goals for contributing to the organization's strategic workforce goals while meeting the unit's current needs. For every important job in the organization, a succession plan is made to make sure there are always qualified candidates. 2.2.1.
Integration Conditions.
2.2.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and sticks to a written policy for doing NEEDS ANALYSIS.
Typical issues that the policy addresses are:
NEEDS ANALYSIS helps the organization reach its business goals and live up to its stated values.
Units help the organization meet its needs for strategic competencies.
The needs of the organization's current and planned products, services, and other business activities can be used to figure out what skills its employees need.
In NEEDS ANALYSIS, roles and responsibilities are defined and assigned.
IMPLEMENTATION TACTICS and procedures are defined and written down.
IMPLEMENTATION At the organizational or unit PHASES, as needed, TACTICS and procedures are rethought and written down.
There are written and available guidelines for how to change the IMPLEMENTATION TACTICS and procedures to fit different situations.
The person or people in charge of making sure that the organization's NEEDS ANALYSIS activities are coordinated make sure that the defined IMPLEMENTATION TACTICS and procedures are:
kept up-to-date with version control,
spread through the right kinds of media,
be understood in the right way for each situation, and
Changed in a systematic way.