How to Be Workforce Planning Analyst - Job Description, Skills, and Interview Questions

Jan 7, 2020 / 6 Minutes Read / By Albert

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Workforce Planning Analysts play a key role in ensuring businesses have the right number of employees with the right skills in order to meet their goals. This is because an effective workforce plan can lead to increased productivity, improved employee morale, and increased profits. The analyst works to identify current and future staffing needs, analyze the effectiveness of current staffing levels, develop strategies to reduce costs, and identify ways to optimize the workforce. As a result, businesses can enjoy greater efficiency, better customer service, and higher profits.

Steps How to Become

Earn a Bachelor's Degree. To become a workforce planning analyst, you will need to earn a bachelor's degree in business or a related field. You should take courses in workforce planning, labor economics, statistics, and data analysis.
Develop Professional Experience. Once you have earned your bachelor's degree, you should seek out internships or entry-level positions in human resources departments. This will provide you with valuable experience in identifying and managing talent.
Consider Certification. Many employers prefer to hire workforce planning analysts who have received certifications from organizations such as the Society for Human Resource Management (SHRM). Consider taking the SHRM Certified Professional (SHRM-CP) or the SHRM Senior Certified Professional (SHRM-SCP) exam to demonstrate your knowledge and skills.
Stay Up-to-Date. Workforce planning is a rapidly changing field, so it is important to stay up-to-date on new trends and developments in the field. Consider joining professional organizations and attending conferences to stay current on best practices and new methods.
Earn a Master's Degree. For those interested in advancing their careers, consider earning a master's degree in human resources or a related field. A master's degree can help you stand out in the job market and provide you with the necessary skills and knowledge to become an effective workforce planning analyst.

Workforce planning is a critical tool for organizations to use in order to ensure they have the right people in the right roles at the right time. When done properly, it can result in a well-rounded, capable and reliable workforce. An effective workforce planning analyst will understand the complexities of an organization, its processes and the roles within it, and use this knowledge to anticipate workforce needs and develop plans to fill gaps.

They will also have a good understanding of recruitment and selection practices, training and development and succession planning in order to ensure that the most competent people are selected and developed for the roles. When this is done correctly, it can lead to improved performance, greater efficiency and a more reliable workforce that is better equipped to tackle the challenges of todays business environment.

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Job Description

Establish workforce planning objectives by developing strategies and analyzing trends.
Develop and track key performance indicators related to the workforce planning process.
Analyze current workforce data and trends to identify potential gaps in talent.
Develop and implement workforce planning strategies to ensure the organization has the right talent at the right time.
Monitor and analyze labor demand and supply to identify labor opportunities and risks.
Identify and recommend appropriate talent acquisition sources to meet the needs of the organization.
Develop job descriptions and create job postings for positions requiring additional staff.
Assist with onboarding activities and orientations for new hires.
Manage data related to the workforce planning process, including tracking applicants and creating reports.
Participate in special projects related to workforce planning, such as succession planning and career planning.

Skills and Competencies to Have

Strong analytical and problem-solving skills
Excellent communication and interpersonal skills
Experience with data analysis and modeling
Knowledge of workforce planning strategies, techniques, and methodologies
Ability to develop and maintain effective relationships with stakeholders
Ability to assess current and future staffing needs
Proficient in Microsoft Excel, Access and PowerPoint
Familiarity with HRIS systems
Strong organizational, time management, and project management skills
Ability to work independently and in a team environment
Knowledge of labor laws and regulations
Ability to interpret and analyze workforce trends
Knowledge of human capital management and performance management principles

Workforce Planning Analysts play an important role in ensuring that companies have the appropriate number of personnel to meet their business objectives. The ability to effectively analyze data and develop strategies is essential for a Workforce Planning Analyst to be successful. An effective Workforce Planning Analyst must possess strong analytical skills, be proficient in Excel and data modeling, have excellent problem-solving skills, and be comfortable with handling confidential information.

They must also be able to interpret complex data and identify trends in order to develop strategies and plans that will help the organization maximize its workforce potential. By understanding the cause and effect relationship between business goals, workforce plans, and labor market trends, Workforce Planning Analysts can help organizations make better decisions that will result in increased productivity and cost savings.

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Frequent Interview Questions

What experience do you have in workforce planning and analysis?
What methods do you use to forecast future staffing needs?
How do you ensure that organizational objectives are met when making staffing decisions?
Describe how you go about creating a comprehensive workforce plan.
How do you stay current with industry trends and best practices related to workforce planning?
What have been some of the most successful workforce plans you have developed?
Describe a time when you had to provide a solution to an organization's staffing challenge.
What strategies do you use to evaluate the effectiveness of a workforce plan?
How do you prioritize which areas should be addressed first in a workforce plan?
What techniques do you use to identify and address potential gaps in workforce capability?

Common Tools in Industry

Project Management Software. This software helps with planning, organizing, and managing resources to achieve specific project goals. (eg: Microsoft Project)
Business Intelligence Software. This software helps collect, store, analyze, and visualize data, allowing companies to make better informed decisions. (eg: Tableau)
Spreadsheet Software. This software allows users to organize, store, and analyze data in tables and graphs. (eg: Microsoft Excel)
Talent Management Software. This software helps manage recruitment, onboarding, performance management, and remuneration. (eg: Oracle Taleo)
Workforce Planning Software. This software helps organizations plan for their workforce needs by forecasting future demand and supply. (eg: PeopleStreme Workforce Planner)

Professional Organizations to Know

Society for Human Resource Management (SHRM)
Human Capital Institute (HCI)
International Public Management Association for Human Resources (IPMA-HR)
The American Society for Training and Development (ASTD)
National Association of Workforce Development Professionals (NAWDP)
International Association for Human Resource Information Management (IHRIM)
American Association of Professional Forecasters (AAPF)
National Association of Workforce Development Professionals (NAWDP)
Association for Talent Development (ATD)
WorldatWork Society for Human Resource Management (SHRM)

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Common Important Terms

Job Analysis. A process of gathering and examining information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
Job Description. A detailed explanation of a jobs duties and responsibilities, requirements, and expectations.
Job Rotation. The practice of moving employees from one job to another with the goal of developing a more diverse skill set in the workforce.
Succession Planning. A process for identifying and developing internal candidates for future job roles.
Talent Management. The process of identifying, acquiring, developing, and retaining talented employees.
Recruitment and Selection. The activities involved in finding and hiring the best-qualified candidate for a job opening.
Retention Strategies. Tactics used to keep talented employees engaged and motivated to stay with an organization.
Workforce Planning. The process of analyzing the current workforce and predicting future workforce needs in order to ensure that the right people are in the right positions at the right times.

Frequently Asked Questions

Q1: What is a Workforce Planning Analyst? A1: A Workforce Planning Analyst is a professional who assesses an organization's current labor needs and helps to develop strategies for optimal staffing levels. They analyze employee data to forecast workforce trends, identify gaps in staffing levels and recommend solutions to ensure effective utilization of resources. Q2: What skills are required to be a successful Workforce Planning Analyst? A2: Successful Workforce Planning Analysts need to have excellent analytical and problem-solving skills, as well as strong communication and organizational skills. They must also be comfortable with data analysis, forecasting techniques, and the use of software tools to generate meaningful insights from the data. Q3: What job duties are typically associated with a Workforce Planning Analyst? A3: The job duties of a Workforce Planning Analyst typically include analyzing data and trends to develop workforce strategies, forecasting future labor needs, creating staffing models and budgets, developing solutions to address labor shortages, and recommending strategies for improving workforce productivity. Q4: How much experience is typically needed to become a Workforce Planning Analyst? A4: Most employers require a minimum of two years of experience in a related field such as human resources, organizational development, or operations management. Candidates should also have a good understanding of data analysis, forecasting techniques, and software solutions for workforce planning. Q5: What kind of degree is required to become a Workforce Planning Analyst? A5: Most employers prefer candidates with a bachelor's degree in human resources, organizational development, operations management or a related field. A master's degree in business administration or public administration may also be beneficial. Experience in data analysis and software solutions for workforce planning is also essential.