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The predictions that result from the forecast have two basic purposes:  \n􀂙 To educate or provide awareness to leadership, managers and HR about what they need and expect from the future workforce.  \n􀂙 To assist in identification and prioritization of future business and provide specific information on workforce supply and demand.  \nList Future Business Priorities of the Agency  \n1) Activity-Identify projected business opportunities, threats/challenges to the business and identify the trends that are most relevant to that business (usually about 5-8) . Note: these items may have already been identified in the agency’s strategic plan.  \n2) Questions  \n• What is happening now and what impact will these events/trends have on the future business priorities?  \n• What will we be doing in a different way?  \n• What will we be doing that we did not do before?  \n3) Conditions To Consider-Consider segmenting trends by two categories:  \n• Those that affect your operation’s demand for talent.  \n• Those that affect internal and external supply and /or availability of talent.  \n4) Prioritization-Prioritize the identified opportunities, threats/challenges and trends. Examples of appropriate criteria include the following:  \n• Actionable – something on which the agency can take significant action on.  \n• Controllable – things that are within the agency’s realm to impact.  \n• Measurable – items which you can actually assign an amount or quantity. Measures are generally in terms of quantity, quality, cost, and timeliness.  \n| \u003Cbr>• Consider relevance to the agency’s business/clientele. |\n| --- |\n| 5) Work Product-List of priority services, programs, products, or business areas\u003Cbr>Determine Future Workforce Needs\u003Cbr>1) Activity-Project workforce needs:\u003Cbr>• Indicate which areas of business will require increases or decreases:\u003Cbr>o Use data from previous step, identify organizational units affected\u003Cbr>o Include vacancy projections\u003Cbr>• Determine competencies employees need in order to accomplish organizational objectives\u003Cbr>2) Questions\u003Cbr>• What does the future makeup of your workforce need to be in order to respond to business priorities? What do we need that we do not currently have?\u003Cbr>• What competencies will they need to be able to accomplish work?\u003Cbr>• What do we n","cbCainFuyCWBGpN4","https://ap.wps.com/l/cbCainFuyCWBGpN4","pdf",128208,8,"English","# I Forecast\n## What needs attention?\n## Forecasting purposes and areas\n## List Future Business Priorities of the Agency\n## Determine Future Workforce Needs\n# II Analyze\n## What do we need?\n## What do we have?\n## What are gaps?","[{\"question\":\"What is workforce forecasting in this guideline?\",\"answer\":\"Workforce forecasting predicts changes in workforce demand and supply needed to carry out business priorities.\"},{\"question\":\"What information does workforce analysis use to identify gaps?\",\"answer\":\"It analyzes differences between the present workforce and future needs, considering workforce demographics, staffing patterns, and competencies.\"},{\"question\":\"How are future workforce needs determined?\",\"answer\":\"Organizations project workforce needs by business areas, identify required competencies, assess internal and external supply availability, and prioritize supply and demand information.\"}]","2012 Workforce Planning Guidelines | PDF",1789237511]