View
615
Download
0
Category
Tags:
Preview:
DESCRIPTION
Citation preview
February - March 2002February - March 2002
Targeting Jobs Based Targeting Jobs Based on Outcome Prioritieson Outcome Priorities
Georgia’s Workforce Planning Training: Module 3 of 5Georgia’s Workforce Planning Training: Module 3 of 5
Steve SuttonHuman Resources Consultant
Georgia Merit System
Georgia’s Workforce Planning
Training
Welcome toWelcome to
Targeting Jobs Based on Targeting Jobs Based on
Outcome PrioritiesOutcome Priorities
2
Linking Mission To Success Through PeopleLinking Mission To Success Through PeopleLinking Mission To Success Through PeopleLinking Mission To Success Through People
3
Course ObjectivesCourse Objectives
After completing this course, participants will:
• Know who should be involved in Identifying Outcome
Priorities.
• Understand which deliverables are produced for Step 5
of the Workforce Planning Model.
4
Course ObjectivesCourse Objectives
After completing this course, participants will:
• Know how to do a level one analysis to rate jobs and
target jobs for further workforce planning.
• Understand the rationale for identifying outcome
priorities.
5
AgendaAgenda
Overview of the Workforce Planning Model
Step 5: Key Points and Deliverables.
Discuss a Process for Identifying Outcome Priorities
6
AgendaAgenda
Group Exercise: Rate and Target Jobs for further Workforce Planning.
Discuss the Summary Template as it relates to Step 5.
Question and Answer Session
7
Identify Needed
Competencies
Identify Current
Competencies
Analyze Competenc
yGaps
Integrate Workforce Strategies
Evaluate Planning
and Strategi
es
Workforce Planning ModelWorkforce Planning Model
Implement
Strategies
Identify Outcom
e Prioritie
s
ConductStrategic
and Technolog
y Planning
AssessDiversity and
Turnover
Outlook
AssessBusiness and
Staffing Outlook
AssessWFP
Readiness
ConductStrategic
and Technolog
y Planning
AssessWFP
Readiness
AssessBusiness and
Staffing Outlook
AssessDiversity and
Turnover
Outlook
Identify Outcom
e Prioritie
s
What is Step 5 all about?
Targeting jobs for further
workforce planning.
8
9
Identify Needed
Competencies
Identify Current
Competencies
Analyze Competenc
yGaps
Integrate Workforce Strategies
Evaluate Planning
and Strategi
es
Workforce Planning ModelWorkforce Planning Model
Implement
Strategies
Identify Outcom
e Prioritie
s
ConductStrategic
and Technolog
y Planning
AssessDiversity and
Turnover
Outlook
AssessBusiness and
Staffing Outlook
AssessWFP
Readiness
Identify Needed
Competencies
Identify Current
Competencies
Analyze Competenc
yGaps
Integrate Workforce Strategies
Evaluate Planning
and Strategi
es
Why is Step 5 calledIdentifying Outcome
Priorities?
Because jobs are targeted
based on their importance
to strategic outcomes.10
11
Human Resource StrategyHuman Resource Strategy
HR Strategy
HR Strategy impacts mission,
vision, goals, etc.
Impacts jobs linked to important
strategic outcomes
12
Why are outcomes so Why are outcomes so important?important?
They are results• What happened• What is happening• What we want to happen
They serve as a measure
By targeting jobs basedon outcome priorities...
Human Resource Strategies
can result in the right
people in
the right place at the right
time.
13
Who should participate in completing Step 5?
The Workforce Planning
Team.
14
15
Who should participate?Who should participate?
Having sufficient knowledge is vital• Strategic Direction• Human Resources• Information Technology• Financial Resources• Job Roles and Responsibilities
16
Required MS Excel Submission &
MS Word Summary
ElectroniElectronic c ReportinReportingg
16
17
Step 5: Identifying Outcome Step 5: Identifying Outcome PrioritiesPriorities
1. Matrix: “Target Jobs According to Outcome Priorities”
2. Matrix: “Rationale for Jobs Targeted”
3. Summary Narratives
Deliverables
18
Target Jobs According to Target Jobs According to Outcome PrioritiesOutcome Priorities
19
Rationale for Jobs TargetedRationale for Jobs Targeted
Link to Summary
20
PreparationPreparationRate JobsRate Jobs
Target JobsTarget Jobs
21
Review &Preview
WFP Steps
Rate Overall Importance
Rate Jobs
Rate Overall Importance
Rate Jobs
Sort Jobs by Overall Rating
Convene WFP Team
Convene WFP Team
Know Outcom
es
Consider High
Importance Jobs vs. WFP
Resources
Final Strategic
Considerations
Target Jobs for further
WFP
Sort Jobs by Overall Rating
Consider High
Importance Jobs vs.
Resources
Final Strategic
Considerations
Target Jobs for further
WFP
Know Outcom
es
22
Preparation
23
Rate Overall Importance
Rate Jobs
Sort Jobs by Overall Rating
Convene WFP Team
Consider High
Importance Jobs vs.
Resources
Final Strategic
Considerations
Target Jobs for further
WFP
Review & Preview
WFP Steps
Know Outcome
sReview & Preview
WFP Steps
Know Outcom
es
24
The Outcome CategoriesThe Outcome Categories
Strategic Outcomes
• Is this job critical to completing a
Strategic Objective?
• Is this job closely tied to customer
outcomes?
• Is this job important to other
components of the Strategic Plan?
25
The Outcome CategoriesThe Outcome Categories
Cost Outcomes– Is this job associated with large expenses?
Outcome changes– Is this job new or changing?
Human Resources Strategy Outcomes– Are there problems with the results of HR
processes applied to this job?
Diversity Outcomes– Is this job associated with known diversity
issues or challenges?
26
Review & Preview Workforce Planning Review & Preview Workforce Planning StepsSteps
• Step One: Conduct Strategic & Technology Planning– Strategic Plan Components
Mission, Vision, Goals, Objectives, Critical Success Factors, Success Inhibitors, Technology Initiatives
• Steps Two through Ten: Workforce Planning– What are the Findings, Conclusions, & Deliverables– Focus on the Summary Narratives– Use the Summary Template– See Workforce Planning Guidelines & Appendix A
27
Rating Jobs
28
Rate Overall Importance
Rate JobsConvene WFP Team
Sort Jobs by Overall Rating
Rate Overall Importance
Rate JobsConvene WFP Team
Sort Jobs by Overall Rating
Review & Preview
WFP Steps
Know Outcom
es
Consider High
Importance Jobs vs.
Resources
Final Strategic
Considerations
Target Jobs for further
WFP
Who should participate in rating jobs?
The Workforce Planning
Team.
29
30
Step 5: Identifying Outcome Step 5: Identifying Outcome PrioritiesPriorities
1. Target Jobs According to Outcome Priorities
– On this matrix, relate all jobs to five Outcome
Categories and give Overall Rating (H, M, or L).
Rating Jobs
31
The Rating ScaleThe Rating Scale
How strongly is each job related to outcomes in each category?
High = “H”Medium = “M”
Low = “L”
32
BenefitsSpecialist 1
OutcomeChanges
Are these newly created jobs or
jobs heavily affected by new
technology, processes, output
requirements, or growth?
Target Jobs According to Target Jobs According to Outcome PrioritiesOutcome Priorities
H
OVERALL
H
33
Target Jobs According to Target Jobs According to Outcome PrioritiesOutcome Priorities
Sort This Sheet
34
How can the Workforce How can the Workforce Planning Team go about Planning Team go about completing this process?completing this process?
Rating jobs
35
Rating JobsRating Jobs
1. Convene the WFP Team
36
Rating JobsRating Jobs
1. Convene the WFP Team
2. Decide on Importance of Job to Outcomes
37
Rating JobsRating Jobs
1. Convene the WFP Team
2. Decide on Importance of Job to Outcomes
3. Rate Overall Importance
38
Rating Overall ImportanceRating Overall Importance
?
Weigh all of the outcome factors...
…to arrive at a judgement.
39
Rating JobsRating Jobs
1. Convene the WFP Team
2. Decide on Importance of Job to Outcomes
3. Rate Overall Importance
4. Sort Jobs by Overall Rating
40
Targeting Jobs
41
Final Strategic Considerations
Consider High Importance Jobs vs. ResourcesTarget Jobs for
further WFP
Consider High
Importance Jobs vs.
Resources
Final Strategic
Considerations
Target Jobs for further
WFP
Convene WFP Team
Review & Preview
WFP Steps
Know Outcom
esRate Overall Importance
Rate Jobs
Sort Jobs by Overall Rating
Who should be involved in selecting
the target jobs?
Again,
the Workforce Planning
Team.42
43
Step 5: Identifying Outcome Step 5: Identifying Outcome PrioritiesPriorities
1. Target Jobs According to Outcome Priorities
– On this matrix, relate all jobs to five Outcome
Categories and give Overall Rating (H, M, or L).
Targeting Jobs
– Indicate target jobs
44
Target Jobs According to Target Jobs According to Outcome PrioritiesOutcome Priorities
WFP Target?Double-click here to place an "X" by those jobs you choose to target
in your workforce plan.
45
Step 5: Identifying Outcome Step 5: Identifying Outcome PrioritiesPriorities
2. Rationale for Jobs Targeted
– A matrix with the list of targeted jobs with descriptions
of their relationships to Outcome Categories.
Targeting Jobs
46
Rationale for Jobs TargetedRationale for Jobs Targeted
New technology andcustomer account processes will be implemented next year.
Outcome Changes
Benefits Specialist 1
H H
TargetedJob
OverallRating
47
What kinds of What kinds of things should the things should the Workforce Planning Workforce Planning Team consider?Team consider?
When targeting jobsWhen targeting jobs
48
Targeting JobsTargeting Jobs
Narrowing the Focus
• Consider High Importance Jobs vs. Resources
Final Strategic Considerations
• Job groups vs. Single jobs
• Evaluating risks and opportunities
• Strategic Urgency - What is most important now
• Setting the stage for success and evaluation
GroupGroup
ExerciseExercise
50
Summarizing
51
PreparationPreparationRate JobsRate Jobs
Target JobsTarget Jobs
Summarize
Who should summarize the team’s conclusions
for step 5?
The whole team’s input is
necessary.
52
Only one person is needed for
scribing and data entry.
53
3. Summary Narratives
– Narrative descriptions of findings, conclusions,
processes and rationale
– A document template is provided
– Template includes questions and points to consider
Step 5: Identifying Outcome Step 5: Identifying Outcome PrioritiesPriorities
Summary Narratives
54
Summary TemplateSummary Template
WFP Summary Report
Tmplate.doc...
55
Summary NarrativesSummary Narratives
Completing the Summary Narratives
• Unlocking the mysteries of the matrix
• This is “The Plan”
• Importance for Next Steps
• Importance in Future Planning
56
Let’s recapLet’s recap
Preparation
Rating Jobs
Targeting Jobs
Summarizing
57
Step 5 DeliverablesStep 5 Deliverables
Matrix: Target Jobs According to Outcome Priorities
– Relate all jobs to five Outcome Categories and give overall rating (H, M, or L); Indicate target jobs/job groups.
Matrix: Rationale for Jobs Targeted– List of targeted jobs/job groups
with descriptions of relationships to Outcome Categories
Summary Narratives– Narrative descriptions of findings,
conclusions, processes and rationale.
now what?
58
1. Competency Assessment1. Needed Competencies2. Current Competencies3. Gap Analysis
2. HR Strategies1. Integrate2. Implement3. Evaluate
Next steps…
59
Q&AQ&AThank you for your attention!Thank you for your attention!
60
61
Training AnnouncementsTraining Announcements
For course information and registration go to:
www.gms.state.ga.us and click on Workforce Planning
For course information and registration go to:
www.gms.state.ga.us and click on Workforce Planning
Modular Training February 2002 - March
2002
Workforce Planning Conference
July 30, 2002 - August 2, 2002
Overview of Model and SWiFT Training November 2001 - March 2002
Evaluation & Feedback
Let Us Hear From YouLet Us Hear From You
63
Steve SuttonSteve SuttonHuman Resources ConsultantHuman Resources Consultant
Workforce Planning GroupWorkforce Planning Group Georgia Merit System Georgia Merit System
Steve SuttonSteve SuttonHuman Resources ConsultantHuman Resources Consultant
Workforce Planning GroupWorkforce Planning Group Georgia Merit System Georgia Merit System
404-657-2843ssutton@gms.state.ga.us
Recommended