Workforce Analysis


Group Decussion

Analyzing your Workforce

Workforce analysis is the foundation of any good workforce plan. It involves three distinct phases including
Supply Analysis, Demand (or Needs) Analysis and Gap Analysis. Altogether, this process yields information
that can be melded together with the other components of workforce planning to form a strategic plan to cope
with the workforce challenges of the future. The whole analysis should be revisited periodically to identify
new trends and factors.

Step 1- Supply Analysis: Evaluating the Current Resources

This step is generally the easiest because much of the information has been collected already somewhere in
the organization. Evaluating current employee and demographic data will help identify future needs as well
as a projected workforce strategy. Below is a list of the kind of data you will need and some potential
sources of it.

Step 2- Demand Analysis: Evaluating the Future Needs of the Agency

To assess future needs,determine the answers to the following questions:

How essential is each job?
What job functions, if any, could be consolidated?
How many people are needed in the future to perform each job?
What knowledge, skills, competencies and abilities (KSA) are needed to perform anticipated job functions?

Step 3 – Gap Analysis: Comparing Supply and Demand

This step can be completed in a fairly straightforward manner. Simply take the demand analysis results
and match them to your supply results. Any mismatches indicate either a projected unmet need or a surplus,
either of which presents a challenge. To fill the gaps between current resources and future needs.

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