Workforce Analysis
| 5 | Workforce | Strength Examples | Opportunity Examples |
| a | How does the organization assess and manage workforce capability and capacity needs?
| -By use of a performance evaluation system within which there is the training matrix. -By use of profiling procedure through task analysis to select the most critical task and use of skill analysis
-By collaboration of the HR department and the directors. -By the use of the diversity strategy. -Use of GG to prepare and manage workforce growth by projecting operations for three months in advance and its staffing plan
– through systematic assessment of associate KSAs to engage in the work and human resources planning to accomplish our work and support processes. – GG manages workforce career paths, leadership development, and succession planning to prepare for changes in organizational structure and work systems, and builds concepts of change leadership and adapting to change with training, coaching, and practice. | -SLT members assess associate capability and capacity when setting organizational direction, provide a positive associate climate that contributes to our high-performance environment, ensure associate and leader development when performing to plans, and manage and improve performance. -SLT members network with community connections (e.g., churches, cultural institutions, colleges, the Urban League, and the National Council of La Raza) to leverage minority recruitment agencies.
-cross-training to prepare for and manage any periods of workforce growth. – temporary workforce to ensure continuity, prevent workforce reductions and minimize the impact of such reductions
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| b | How does the organization recruit and retain your workforce, and manage your workforce to accomplish your work?
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| c | How does the organization incorporate internships in your workplace, if applicable?
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| d | How does the organization ensure workplace health and security and support your workforce through benefits and policies? | -By providing health assessment, screening, coaching for wellness, wellness committee, and flu vaccination. -By use of automated security devices for gates and doors requiring unique or entry budges, security monitoring system, removal of access for terminated associates, and surveillance system. It also has one common public access point for security. -By the support of policies, services, and benefits that are tailored to workforce groups and covers family members | -IT staff members provide electronic access to the GG network -the IT Department grants associates who need remote access to GG servers and file access. |
| e | How does the organization foster a culture characterized by open communication, high performance, and an engaged workforce? | -By use of SLT, -For high performance and engagement, the annual review process is used.
-To determine the workforce engagement of different department segments, analytic of key formal and informal data is used.
-They use it by establishing goals for associates linked to e SQDCPME – managing and improving performance through training and development. – rewarding associates -demonstrating competence in our organizational values.
| -trust-building through frank, two-way communications during Gemba walks and participation on teams. -Learning Communities and groups formed around continuous improvement activities ensure that communication and collaboration benefit from diverse ideas and cultures.
-the Associate Survey is segmented by the department each year to obtain actionable information. – Workforce engagement is also assessed and improved in the areas of safety and productivity. -encouraging more active and meaningful discussions between associates and directors about career development needs and interest |
| f | How does the organization assess workforce engagement?
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| g | How does the organization use your performance management system to support high performance and engagement?
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| h | How does the organization ensure your learning and development system supports your company’s needs and personal development at every level of your workforce? | -by providing the structure to assess the training needs of the workforce, provide learning opportunities, and improve the effectiveness of training | -senior leaders participate in and provide funding for associate off-site and in-house workforce training. |
| i | How does the organization manage effective career progression and succession planning for critical skills?
| -effective career management is managed through the use of the Kirkpatrick evaluation system. -Through improvement in cycle time to train and develop new materials | -Based on an analysis of results, improvements in the curriculum are made, or new materials are designed for the subsequent training. |
| j | How does the organization measure that your company is a good place to work?
| – through certification processes using work keys, career ladders, and formal career path | -Formal career path programs outline education and experience requirements to advance to the next level. -A development plan for identified associates for promotion is generated with opportunities to shadow, receive formalized training, and participate in position-related tasks. |