Workforce Management and Process Benchmarking Flashcards

These flashcards cover the key concepts of workforce management, the ADDIE model application, benchmarking processes, staffing strategies, and succession planning as discussed in the lecture.

Workforce Management

A process focused on aligning human capital to determine how many people and what type of skill sets an organization currently needs.

Strategic Focus

The input phase that defines why an organization is doing what it is doing.

ADDIE Model

A process-driven framework consisting of analysis, design, development, implementation, and evaluation.

Benchmarking Process

A specific sequence within the analysis phase consisting of supply, demand, gap, and solution analysis.

Supply Analysis

The first step of benchmarking that identifies the organization's current state, described as "where we are now."

Demand Analysis

The stage of benchmarking that identifies where an organization wants to be, serving as the destination or benchmark.

Gap Analysis

The identification of the distance that needs to be attained between the current supply and the desired demand.

Solution Analysis

The stage where an organization determines the best way to bridge identified gaps, such as through walking, taking a bus, or driving directly.

Design

The phase in the process that follows solution analysis, according to the instructor's model.

Short Term and Long Term

The two ways used to prioritize gaps in an organization, with short term gaps addressed first to free up resources.

Turnover

A supply forecasting tool that acts as a lagging indicator, showing where the organization is currently based on people who have already left.

Demand Forecast

A projection of where the organization wants to be, often calculated using standard deviation.

Build

A solution analysis strategy involving training and developing a talent pool from within the organization.

Buy

A solution analysis strategy that involves hiring more people on a permanent basis from outside the organization.

Borrow

A solution analysis strategy that involves leasing employees or using temporary workers.

Bridge

A solution analysis strategy that connects education and employment by providing training to people outside the organization to increase their value as employees.

Job Rotation

A method used by companies like Kazzana in $2004$ to develop a talent pool and redeploy staff without hiring outsiders.

PEO

An acronym for Professional Employer Organization, which refers to employee leasing.

RIF

An acronym for "Reduction in Force," referring to letting people go, often because of duplications after a merger and acquisition.

Succession Planning

A long-term strategy for developing individuals so they become future leaders.

Replacement Planning

A short-term solution for when someone leaves the organization and needs to be replaced immediately.

Nine Box Grid

A tool that gives a snapshot of where people fit in regards to performance and potential to determine who to train, develop, or promote.

Knowledge Management

The systemic management of institutional knowledge through technology and software systems to ensure knowledge retention.

Inventory of Knowledge Assets

The first step in establishing a formal knowledge system, which corresponds to the analysis phase.

Updating the System

The final step in the knowledge management process, which constitutes continuous improvement and evaluation.