Workforce Analysis and Organizational Design
Workforce Analysis involves sufficiently quantifying the level of effort to accomplish work, so that an appropriate mix of staff can be determined. As a precursor to workforce analysis, we study three essential elements:
- Required work activities ... The "what"
- Workload ... How much?
- Performance standards ... How well?
These basic elements ultimately define the staff or workforce needed to efficiently and effectively accomplish the work required by the organization or function. PME has the capability and experience to conduct workforce analysis for any size organization performing any function.
When determining staffing requirements, we use data-driven analyses encompassing both quantitative and qualitative tools and techniques. Statistical analyses and Industrial Engineering techniques support the development of staffing solutions that are technically robust and defensible. Qualitative analyses provide a “real world” view that allows solutions to be feasible within the organization’s operating environment.
PME uses techniques such as operational audits, fractioned professional estimating, personnel interviews, group facilitation, time studies, work sampling, advanced statistics (including regression analysis, multi-collinearity analysis, hypothesis testing, etc.), simulation, demand forecasting, etc. to derive engineered staffing standards or predictive staffing models.
Organizational Design is often the next step – once you know how many personnel are required to accomplish work, there are a host of other questions that need to be addressed.
Sample Questions
- What should the composition of the workforce be?
- What skill levels are needed?
- How many supervisors are needed?
- How much of the work should be outsourced?
- What will the most effective organizational structure look like?
To answer such questions, we will usually meet with organization leaders and key stakeholders, facilitate workshops, and collect data and information from multiple sources. Ultimately, we remain objective and focused on designing an organization that will best meet the goals, mission, and long term vision of the leadership and/or those it serves. When designing or restructuring organizations, resistance to change is likely, as it can directly impact the role, position, promotion potential and salary of individuals. We understand this and approach organizational design with a sensitivity toward the concerns that will undoubtedly be raised. We are very familiar with personnel regulations and practices and will often work closely with Human Resource offices to adjust position descriptions, conduct skills assessments, identify training needs, and assist with a myriad of transition activities, communication initiatives and change management issues.
