WORKFORCE DEVELOPMENT
WORKFORCE FORECAST
The Army is partnering with George Mason University to research how machine learning can predict future workforce trends and requirements.
by Rebecca Wright S
taffing shortages have become a frequent talking point since the COVID- 19 pandemic triggered “Te Great Resignation,” an economic trend wherein employees resigned from their jobs in large numbers. Although staffing shortages are nothing new, these recent changes in the economy are not only highlight-
ing the importance of having sufficient staff on hand now, but also being prepared to have sufficient qualified staff on hand in the future—whether it is six months from now or in five years.
Perhaps you have walked into a busy restaurant or grocery store lately and noticed the business was understaffed. Or it was obvious that the employees were struggling to keep up with their workload. In these situations, insufficient staffing not only affects a company’s customers but also the current staff. If staff members are overwhelmed, the strain can lead to employee burnout and resignation.
If an organization waits until it becomes short-staffed before looking to hire, it can create adverse effects by creating disruptions in workflow, unmanageable workloads, missed deadlines, negative impacts on customer service and low employee morale. Tere- fore, the ability to predict having sufficient manpower is essential in being prepared to support mission requirements.
COME UP WITH A PLAN Workforce forecasting is a “process of estimating future demand and supply of human resources in an organization,” according to LinkedIn. “It helps managers plan ahead for staffing needs, optimize resource allocation and align workforce strategies with business goals.” From small businesses to large corporations and even government agen- cies, predicting future staffing requirements is a necessity. Predicting and preparing
https://asc.ar my.mil
33
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112
