In my own organization, we have started organizing our analysis by workforce segment (i.e., IT, auditors, natural resource professionals, etc.). We then examine the following data on an enterprise (cross-departmental) scale:
1. ‘Real’ turnover trends (leaving our jurisdiction/sector)
2. Churn-over (transfers and promotions between departments)
3. Percent reaching average retirement age (currently 62.8) over the next several years
4. Current hiring practices (typical level at which new employees are brought into the system)
We then bring in all the ‘x’ factors that will likely alter employment assumptions (e.g. budget constraints, change in business strategy, and change in business strategy or environment)
Currently, we are at an inflection point in our hiring expectations. This is largely due to shifting economic and budget factors, as well as an inevitable change of governor in the next year. Consequently, we are revisiting our forecasting model.
What about others?
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