INTEGRATED STAFFING - PRACTICE 3

Workforce Analysis

WHAT

Given the changing workforce demographics and skill requirements, TVA recognizes the criticality of workforce planning to ensure competitive advantage. This plan addresses attrition replacement in critical knowledge areas and skills/abilities gaps which may occur as a result of process improvements, technology advancements, and changing business needs.

WHO

This practice applies to all organizations and addresses all positions required to achieve TVA's goals.

WHY

A maturing workforce and increased competition for critical skill sets requires TVA management to focus on workforce planning which includes developing and maintaining critical skill, the retention of institutional knowledge, and recruiting and training new talent.

HOW

Each organization will utilize the HR Data Warehouse Workforce Planning module to analyze the current staffing, projected attrition, and replacement needs. This module which is fully integrated with the Human Resource Information System (HRIS) will reflect the current state data as well as snapshot data concurrent with TVA's business planning cycle. Based upon this analysis, gaps/surpluses between current and projected staffing needs can be identified and strategies developed to address the differences.

Organizations should consider the following assumptions/considerations for each occupation when projecting attrition: scarcity/abundance of positions, skill set required, competition for qualified candidates (internal and external), and recent attrition data.

ROLES

Corporate Human Resources

• Analyzes TVA-wide data; identifies trends, significant skill gaps, and workforce issues; publishes information for TVA use
• Provides tools to enable managers to analyze staffing needs
• Provides programs, policies, initiatives to address business staffing needs
• Evaluates the effectiveness of programs, policies, and initiatives
• Provides training to business unit HR representatives and business unit managers on various workforce planning tools

Business Unit Human Resources Representatives

• Assists business units in identifying staffing needs based upon business goals
• Analyzes organization data and identifies staffing trends and issues
• Develops strategies to ensure organization has the right number of employees with the right skills to achieve success
• Updates system data

TVA University (through its system of service providers--Education & Training Managers Forum)

• Consults with organizations in identifying needs
• Consults with organizations to develop learning solutions to address identified needs
• Consults with organizations regarding delivery of learning activities

Business Unit Managers

• Identifies staffing needs based upon organization goals and objectives
• Identifies projected attrition due to retirements and/or resignations
• Partners with Human Resources to implement staffing strategies

Employee

• Notifies manager of plans to retire/resign as far in advance as practical

 

RESOURCES

• Human Resources Information Services, Corporate Human Resources
• Business Unit Human Resources Representatives
• TVA University Education & Training Managers Forum

 

Last Revised 5/2000