勞動力細分 | Workforce segmentation

勞動力細分是根據相似特徵將您的員工進行細分。

一些勞動力細分的方法包括：

• 以角色或職業類別細分：根據所執行的工作類型對職位進行細分，例如客戶服務人員、機器操作工、行政支持，或按相似的職業群體細分，如會計師、工程師或木匠。此方法讓您能夠識別並專注於對您的業務重要的技能和能力。

• 以員工特徵細分：可以根據統計特徵，如工作地點、性別或年齡等進行細分。此方法可從這些區塊的潛在勞動力可用性中得知勞動力風險。

• 以業務結構細分：許多企業通過組織結構圖展示其勞動力結構，這對於展示業務單位和報告線非常有用。可是，組織結構圖並不顯示業務內的技能和能力，這對於勞動力規劃卻是至關重要的。

Workforce segmentation is grouping your workforce by similar characteristics.

Some approaches to workforce segmentation can include:

Role-based or job family: Jobs are segmented by the type of work performed, for example, customer service officers, machine workers, administrative support, or by similar occupational groupings such as accountants, engineers or carpenters. This approach allows you to identify and focus on the skills and capabilities that are important to your business.
Employee-based: Segmentation can be by demographic such as work location, gender or age profile. This approach can inform workforce risks from potential workforce availability by these segments.
Business structure: Many businesses display their workforce structure through an organisational chart, which is useful for demonstrating business units and reporting lines. However, organisational charts don’t show the skills and capabilities within the business, which is essential for workforce planning.

人才資訊 | Workforce information

人才資訊涵蓋了有關您的人才團隊現有或可收集的的各種情報和數據。

這些資訊可以包括：

職位：已填補和空缺的數量
職位：預算編製中包含的職位
離職：人數及原因
招聘：按類型和原因劃分，所需的職位數量
有關多元的資訊：您的人才團隊在年齡（包括年輕的和成熟的）、性別、文化背景、已申報殘疾等方面的多元程度如何？
資格：需要哪些類型的資格？
技能：需要哪些具體技能？
學習和發展需求
員工敬業度
職業生涯階段（新入職、職業早期、職業中期、臨近退休）
職業抱負
員工個人的留任或離職意向

雖然這並非企業可能擁有的勞動力資訊的完整清單，但它展示了已有或可收集的資訊範圍之廣，這些資訊可以輔助勞動力規劃。

Workforce information covers a range of intelligence and data that exists or can be created about your workforce. This information can include:

Positions: How many are filled and vacant?
Positions: What positions have been budgeted for?
Resignations: How many and why?
Recruitment: How many positions, by type and reason for the particular role needed?
Diversity information: What is the diversity of your workforce in terms of age (including youth and mature age), gender, cultural background, declared disability?
Qualifications: What type of qualifications are required?
Skills: What specific skills are required?
Learning and development needs
Employee engagement
Work life stage (new to the workforce, early -, mid-, end-career workers)
Career aspirations
Individual worker intentions to stay or leave

Whilst this is not an exhaustive list of workforce information that a business may have available, it demonstrates the breadth of information that already exists or can be gathered to assist with workforce planning.

勞動力供給 | Workforce supply

勞動力供給是指您當前和未來的勞動力團隊規模。它考慮了員工離職和退休等因素導致的人員流動，以及這些因素如何隨時間影響團隊的規模。

Workforce supply is the size of your current and future workforce. It takes into consideration employee turnover through resignations and retirements and how these affect the size of your workforce over time.

勞動力需求 | Workforce demand

勞動力需求是指為實現您的商業計劃，目前和未來所需的員工數量。

Workforce demand is the number of employees you will need today and into the future to deliver against your business plan.

勞動力缺口 | Workforce gap

勞動力缺口出現在供需不匹配時。這意味著，您沒有足夠的員工來滿足業務需求，或者在某些情況下，員工數量超出了業務需求。

一旦了解了潛在的勞動力缺口，您就可以開始計劃相關策略和行動來解決這個問題。《勞動力規劃連結工作手冊》將幫助您識別缺口並制定解決方案。

A workforce gap occurs when there is a mismatch between supply and demand. That is, you do not have enough employees to meet your business needs or, in some cases, too many employees for your business needs.

Once you understand your potential workforce gap, you can then start planning to address it through relevant strategies and actions. Workforce Planning Connect resources assist you with mapping out your gaps and developing a plan to address them.

勞動力風險 | Workforce risk

勞動力風險可以是任何與員工團隊相關的問題。這些問題可能會干擾您企業交付成果或產出的能力。如果企業無法獲得符合未來需求的技能、人員流失或未能在合適的時間招聘到合適的人才，都會對業務目標的實現帶來風險。因此，提前評估和應對這些勞動力風險對於確保企業的持續發展至關重要。

缺乏正確的技能有時可能與人員數量不足帶來同等程度的風險。

勞動力風險來自兩個主要源頭：

內部風險：包括業務策略和方向、資源、工作場所文化、企業結構、職場健康與安全、領導力、員工離職及團隊的技能和能力。
外部風險：來自市場競爭、顛覆性技術、經濟環境、客戶行為和行業趨勢。

通過定期進行勞動力規劃，您的企業應能識別大多數的勞動力風險。識別和理解勞動力風險可以涉及多項活動，包括：

監測和分析影響業務交付的相關勞動力數據，例如高人員流動率或未預先安排的缺勤
員工工作滿意度及未來留任或離職意向的調查結果
空缺職位數量，包括新員工上任所需的時間

致力於監測和報告勞動力數據，並定期回顧您的勞動力規劃，將使您能夠在問題出現時及時識別並作出適當的應對。

A workforce risk can be any workforce-related issue that can disrupt your business’ ability to deliver on its outcomes or outputs. It’s important to think about the level of risk to your business if you don’t have the right skills for your future business needs, people leave, or you don’t recruit the right people at the right time to achieve your goals.

Not having the right skills can sometimes be just as much of a risk as not having the right number of people.

Workforce risks can come from two main sources:

internal to the business through business strategy and direction, resources, workplace culture, business structure, workplace health and safety, leadership, resignations, and workforce skills and capabilities.
external to the business through market competition, disruptive technologies, economic environment, customer behaviour and industry trends.

By undertaking regular workforce planning, your business should be able to identify most workforce risks. Identifying and understanding workforce risks can involve a number of activities, including:

monitoring and analysing relevant workforce data that will impact on business delivery, such as high workforce turnover or unplanned absences
employee survey results that measure job satisfaction and future intentions to stay or go
number of vacant positions, including how long it takes for the new employee to commence.

Committing to monitoring and reporting workforce data and regularly reviewing your workforce plan will enable you to identify emerging issues as they arise and to adequately respond.

有關更多勞動力規劃術語，請參閱工作手冊第31頁。

Additional workforce planning terms are available on page 31 of the Workbook.