Options for Department of Defense Total Workforce Supply and Demand Analysis: Potential Approaches and Available Data Sources
Abstract
Under 10 U.S.C. 115b (National Defense Authorization Act Fiscal Year 2010, Section 1108), the Office of the Under Secretary of Defense for Personnel and Readiness has responsibility for developing and implementing the U.S. Department of Defense's (DoD's) strategic workforce plan, in consultation with the Office of the Under Secretary of Defense for Acquisition, Technology, and Logistics. In keeping with the legislative requirements, DoD seeks to accelerate improvements to the department s workforce data, forecasting methods, tools, and analysis to develop a comprehensive, measurable planning process that drives strategic human capital management decisions within the Total Force construct. To achieve this aim, DoD needs to improve upon the tools available to analyze the civilian workforce DoD-wide and develop the data resources and capacity to engage in total workforce analysis. Workforce planning can be defined as having the right number of people with the right set of skills and competencies in the right job at the right time (Vernez et al., 2007). The basic goal is to close any gaps between the human resources an organization needs to carry out its mission (demand) and the human resources it has (supply). Effective workforce planning not only aids organizations in using resources effectively and ensuring that the organization has the staff needed to accomplish its objectives; it also can help organizations identify and mitigate workforce risks.
Document Details
- Document Type
- Technical Report
- Publication Date
- Jan 01, 2014
- Accession Number
- ADA612448
Entities
People
- Christopher Guo
- Douglas Yeung
- Philip Hall-partyka
- Shanthi Nataraj
- Susan M. Gates
Organizations
- RAND Corporation