Options for Department of Defense Total Workforce Supply and Demand Analysis: Potential Approaches and Available Data Sources
RAND NATIONAL DEFENSE RESEARCH INST SANTA MONICA CA
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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 Defenses DoDs 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.
- Government and Political Science
- Personnel Management and Labor Relations
- Military Forces and Organizations