使用勞動力數據

企業當前的勞動力狀況通常稱為勞動力供給，可透過勞動力數據顯示出來。分析時應優先採用最新可得的資料，但歷史資料也能提供有價值的參考。雖然沒有固定的歷史數據追溯期限，但至少應涵蓋過去十二個月的情況。

在勞動力規劃過程開始時，可能會缺乏某些數據。

若資訊缺失，可考慮使用軼事資料或合理假設作為替代方案，並務必將其記錄下來。同時，建議思考如何開始收集這些新資訊，以供未來使用。

Using workforce data

The current state of your workforce can be referred to as workforce supply and can be shown through workforce data. The analysis should use the most recent information available, although historical workforce data is also helpful. While there is not a set period for workforce history collection, data should cover the previous 12 months as a minimum.

It is possible that some workforce data is not available at the commencement of the workforce planning process.

Where information is missing, the use of anecdotal information or assumptions should be considered. Both are viable alternatives and, if used, should be documented. It is also advisable to think about how to start capturing this new information for future use as well.

關鍵勞動力供給數據

以下是您可能已經在收集，或應該能相對容易整理的數據：

Key workforce supply data

This is data that you may already collect or should be reasonably easy to collate.

員工人數 | How many staff do you have?

• 固定員工：全職 / 兼職（全職等值，例如0.6）
• 臨時員工：臨時工 / 合同工 / 其他（例如勞務公司）

Permanent: Full-time / Part-time (full-time equivalent, e.g. 0.6)
Temporary: Casual / Contract / Other (e.g. labour agency)

員工的主要技能與職務 | What are their key skills/occupations?

現有技能與能力
資質

Skills/current capabilities
Qualifications

勞動力分類 | What are your workforce segments?

職位/工作類別
就業狀況
所屬業務單位

Role/job family
Employment status
Business unit

人員流動率| What is your turnover rate?

歷年離職率
預期離職率（根據歷史離職率推算）
退休（如 60 歲以上即將退休的員工）

Resignations historical
Anticipated turnover (based on previous resignation rate)
Retirements (workers approaching 60+ years)

工作實務安排 | What are your current work practice arrangements?

固定工作時間
輪班工作
彈性工作
假期（年假/病假/其他）及缺勤管理方式

Fixed hours of work
Shift work
Flexible
Leave (annual/sick/other) - How are these absences managed?

勞動力人口結構 | What is the demographic profile of your workforce?

職業/職位
地理位置（若企業有多個營運地點）
服務年資
多元共融統計

性別比例
年齡結構（含青年與高齡員工）
文化背景
已申報之殘障狀況

Occupation/position
Location (if your business has more
than one location)
Length of service
Diversity and inclusion statistics

Gender
Age profile (including youth and mature age)
Cultural background
Declared disability

勞動力成本 | What is the current workforce cost?

固定成本（例如工資/薪資，包括退休金，假期補貼）
間接成本
可變成本（例如培訓支出）

Fixed costs (e.g. wages/salary, including superannuation, leave loading)
Overhead costs
Variable costs (e.g. training)

數據展示

勞動力數據的展示應以便於分析的方式進行。不同的展示方式可包括圖表，顯示資訊隨時間的變化（例如勞動力規模、年齡分佈和人員流動趨勢）。這些資料不僅能清楚反映企業的當前狀態，還能為未來的勞動力分析提供可靠的基準，因此非常重要。

Presenting the data

The presentation of workforce data should occur in a way that allows for analysis of the information.
Different ways to present this can include graphs to show how information changes over time (e.g. workforce size, workforce age profile, turnover trends). This information is important as it provides your business with a clear view of its current position and a baseline for your future workforce analysis.