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Create a comprehensive workforce plan analysis for WalMart. In this workforce plan analysis, focus on four critical areas: Supply Analysis, Demand Analysis, Gap Analysis, and Solution Analysis.
Below are the criteria for each:
Supply Analysis: Analyze supply and the skill mix within an organization as it exists now to help you anticipate future needs of an organization. These needs must consider strategic growth, attrition, and adjustment (e.g., internal transfers, promotions, and new hires).Analyze workforce trends, forecast future workforce needs, and develop strategies for acquiring, developing, and retaining, talent. For instance, discuss he importance of predictive analytics, data visualization, workforce segmentation, and talent analytics.Include numbers associated with this and the need for each type. Also, be sure to consider retirements, resignations, terminations, and any other changes.
Demand Analysis: Consider the ideal state of an organization from a human capital needs perspective. Reflect on the staffing levels and competencies needed for the future. This can be done once the supply analysis has been completed. For example, complete a judgmental forecast. Consult expertise on industry standards and benchmarks such as revenue generation, productivity, and best practices when preparing this section of your plan. In this section, include the demand and impact artificial intelligence may have on the human capital needs.
Gap Analysis: After the supply and demand analyses have been completed, commence with a Gap Analysis. Identify and explain gaps regarding skills and the number of employees needed for the future. For example, assess any gaps in diversity, where the current workforce is too homogeneous. Recommend best practices to enhance inclusion within your organization.
Solution Analysis: This will be the final stage of the workforce plan analysis. Here, help an organization determine how to obtain what it needs to meet its goals and objectives in a cost-effective manner. During this phase, an organization also will need to decide whether to borrow, build, or buy the talent needed to meet its staffing competencies and goals. Recommend the best plan for your organization. For example, if building the talent needed, the current workforce could participate in additional training; or if borrowing the process, consider a cost-effective global outsourcing option.As you complete this assignment, consider both global and diversity implications.
