理解未來的勞動力需求，是指預估為實現您的業務策略與目標所需的員工數量，以及所需的技能與職業類型。

旨在確定您未來人力需求的勞動力規劃過程稱為需求預測，其目的是回答以下與商業計劃時間框架相關的關鍵問題。

Understanding your future workforce needs is about estimating the number of employees and types of skills and occupations required to deliver on your business strategy and goals.

The workforce planning process that aims to identify your future workforce is referred to as demand forecasting. The workforce demand forecasting process is designed to answer the following key questions in relation to the business plan timeframe.

考慮事項

未來需要多少工作崗位？
未來需要哪些技能？
每個職位需要多少人？
哪些職位難以填補、對業務能力至關重要，並且需要較長的時間來培養所需技能？

Things to consider

How many jobs will be required for the future?
What are the skills required for the future?
What number of people will be required for each role?
What roles will be hard to fill, central to business capability and can take a long lead-in time to build the required skills?

關鍵勞動力需求數據

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 Demand Data

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

推動未來勞動力需求的因素

以下一個或多個情境將符合您的商業計劃：

What factors will drive your future workforce needs?

One or more of these scenarios will fit your business plan.

企業成長 Growth
維持現狀 Maintaining
業務縮減 Downsizing

企業成長 — 對產品和服務的需求增加

需要哪些技能/職業？
這些需求是在特定期間內需要，還是會持續需要？
何時需要這些技能/職業？是持續性的需求，還是應對高峰期和低谷期（例如休假）的需求？
在哪些地點需要？
需要多少這些技能/職業？
產品和服務的數量是否需要根據需求的增減進行調整？

Business growth — increase in demand for products and services

What skills/occupations will be needed? Are these needed for a defined period or will they be ongoing?
When will these skills/occupations be needed? Continuous need or requirement to cover peaks and troughs (e.g. leave)?
What locations will they be needed in?
How many of these skills/occupations will be required?
Will the volume of products and services need to change in response to increasing or decreasing demand?

維持目前的業務規模和運營

需要哪些技能/職業？
這些技能/職業是否會有任何變動？

Maintaining current business size and operations

Which skills/occupations will be needed?
Will there be any changes to these skills/occupations?

業務縮減或轉向新領域 — 減少部分產品線或服務

哪些技能/職業會受到影響？
影響的時間點是什麼時候？
將有多少員工受到影響？
業務縮減或轉向會在哪些地點發生？

Business downsizing or shift into new areas — a decrease in a product line or service

Which skills/occupations will be affected?
What is the timing of the impact?
How many employees will be affected?
What locations will this occur at?

需要哪些技能和能力？What skills and capabilities will be required?

技能審核 | Skills Audit

技能變更

受影響職位的變動程度如何？
能否培訓現有員工？
是否需要招聘新員工？
固定 [全職/兼職]
臨時 [臨時工/合同工/其他, 如勞務公司]

Changed skills

What is the level of impact on affected roles?
Can you train existing staff?
Do you need to recruit new staff?
Permanent [full-time/part-time]
Temporary [casual/contract/other, labour agency]

維持技能 | Skill Maintenance

維持現有技能和能力

現有水平會增加、減少還是維持穩定？

Maintaining existing skills and capabilities

Will this level increase, decrease or remain stable?

擁抱變化 | Embracing Change

需要新的工作方式，例如，引入新技術

這是否影響整個企業？
是否有特定職位受到影響？

New ways of working required e.g. introduction of new technology

Is this across the whole business?
Is there a specific role affected?

可用性 | Availability

這些技能或職位在現有及外部勞動力市場的可獲得性如何？

請注意，此部分可能受不同地理位置影響。

這些技能是否難以尋找？您是否預期未來會更加難找？
這些技能是否容易取得？相關成本是具競爭力，還是須支付溢價？

What is the availability of these skills/ occupations in the existing and external workforces?

Note that this can be influenced by differing geographical locations.

Are they difficult to find? Are you expecting that they will be harder to find?
Are they readily available? Will the cost of these new skills be competitive or come at a premium?

成本 | Costs

預期的勞動力成本是多少？

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

What are the expected workforce costs?

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

數據展示

當您完成未來勞動力需求分析後，將獲得相關數據。可以以圖表方式呈現資訊，協助企業清楚掌握未來的勞動力需求。接著，您可以將勞動力供給數據與需求數據比對，即可識別出勞動力缺口。

Presenting the data

After considering your future workforce requirements, you will now have your future workforce demand data. This information can be presented in graphical ways that will allow your business to have a clear view of its future workforce needs. Now you can match your workforce supply data to your demand data and, in doing so, identify your workforce gaps.