U.S. Office of Personnel Management
OPM Workforce Planning
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U.S. Office of Personnel ManagementOPM Workforce Planning |
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This
portion of the web-site has been added to focus on examples of successful workforce
planning efforts. The content of this page will be updated regularly. We plan
to post examples from both public and private organizations with the goal of
sharing information on this important topic.
If you would like to have your example posted, or have resources that you think
should be added, please contact us at our email address: wfpcomments@opm.gov.
| Workforce Skills Analysis Tools |
These tools may be used in a variety of ways, and should be seen as a starting point that may require some modification for your specific use. These surveys are designed to obtain important information about the work performed in several types of occupations. The purpose of these surveys is to determine the skills and competencies that are vital to the accomplishment of an agency's mission, goals and objectives. You may want to ask all of your components to complete the survey for their work units. The aggregated results of the survey can be used to determine the skills and competencies that will be required now and in the future. |
Workforce
Planning: Where to Start 
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A one page tool to help get started with Workforce Plannning. The document presented here is in HTML, "pdf",and "MS Word". |
| Things
to Consider in Workforce Planning
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A short set of issues and questions that organizations should keep in mind when carrying out Workforce Planning. The document presented here is in HTML, "pdf",and "MS Word". |
| Getting
Your Managers to Accept and Commit to Workforce Planning
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A one page suggestion list on getting Managers on-board with Workforce Planning. The document presented here is in HTML, "pdf",and "MS Word". |
| Seven
Keys to Evaluating the Workforce Planning Effort.
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A starting point to help agencies in evaluating their Workforce Planning efforts. The document presented here is in HTML, "pdf",and "MS Word". |
| Workforce
Planning Desk Aid for Managers and Supervisors.
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This tool was prepared, and is posted with permission, by the U.S. Department of Labor. A 2-page synopsis of how to do Workforce Planning. The document presented here is in HTML, "pdf",and "MS Word". |
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Building Successful Organizations: Note: Full report is available to NAPA
Member sites, or for purchase. |
The National Academy of Public Administration (NAPA) Center for Human Resources Management (http://hrm.napawash.org/) provides public-sector managers and human resources professionals with a source of practical expertise, best practices and innovative solutions for improving the management of human resources. Products and services include providing technical assistance on specific human resources management (HRM) issues; evaluating HRM systems, designing new programs, and developing strategic plans; conducting benchmarking studies; identifying best practices and lessons learned; conducting seminars and workshops to disseminate results; and providing a forum for Addressing Common Challenges. |
| "New techniques that value intangible assets are becoming
increasingly prominent in finance, HR and government regulator circles (Lev,
2001). Employee contributions are a key missing asset in traditional financial
valuation information." Macro, Meso, Micro: Human Capital Matt Barney http://siop.org/tip/backissues/tipoct01/11barney.htm |
The Society for Industrial and Organizational Psychology (SIOP) (http://www.siop.org) is a Division within the American Psychological Association (APA) that is also an organizational affiliate of the American Psychological Society (APS). The Society's mission is to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial-organizational psychology. |