理解未来的劳动力需求，是指预估为实现您的业务策略与目标所需的员工数量，以及所需的技能与职业类型。

旨在确定您未来人力需求的劳动力规划过程称为需求预测，其目的是回答以下与商业计划时间框架相关的关键问题。

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.

考虑事项

未来需要多少工作岗位？
未来需要哪些技能？
每个职位需要多少人？
哪些职位难以填补、对业务能力至关重要，并且需要较长的时间来培养所需技能？

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?

关键劳动力需求数据

以下是您可能已经在收集，或应该能相对容易整理的数据：

Key Workforce Demand Data

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

推动未来劳动力需求的因素

以下一个或多个情境将符合您的商业计划：

What factors will drive your future workforce needs?

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

企业成长 Growth
维持现状 Maintaining
业务缩减 Downsizing

企业成长 — 对产品和服务的需求增加

需要哪些技能/职业？
这些需求是在特定期间内需要，还是会持续需要？
何时需要这些技能/职业？是持续性的需求，还是应对高峰期和低谷期（例如休假）的需求？
在哪些地点需要？
需要多少这些技能/职业？
产品和服务的数量是否需要根据需求的增减进行调整？

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?

维持目前的业务规模和运营

需要哪些技能/职业？
这些技能/职业是否会有任何变动？

Maintaining current business size and operations

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

业务缩减或转向新领域 — 减少部分產品线或服务

哪些技能/职业会受到影响？
影响的时间点是什么时候？
将有多少员工受到影响？
业务缩减或转向会在哪些地点发生？

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?

技能审核 | Skills Audit

技能变更

受影响职位的变动程度如何？
能否培训现有员工？
是否需要招聘新员工？
固定 [全职/兼职]
临时 [临时工/合同工/其他, 如劳务公司]

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]

维持技能 | Skill Maintenance

维持现有技能和能力

现有水平会增加、减少还是维持稳定？

Maintaining existing skills and capabilities

Will this level increase, decrease or remain stable?

拥抱变化 | Embracing Change

需要新的工作方式，例如，引入新技术

这是否影响整个企业？
是否有特定职位受到影响？

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

这些技能或职位在现有及外部劳动力市场的可获得性如何？

请注意，此部分可能受不同地理位置影响。

这些技能是否难以寻找？您是否预期未来会更加难找？
这些技能是否容易取得？相关成本是具竞争力，还是须支付溢价？

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

预期的劳动力成本是多少？

固定成本（例如工资/薪金，包括退休金，假期补贴）
间接成本
可变成本（例如培训支出）

What are the expected workforce costs?

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

数据展示

当您完成未来劳动力需求分析后，将获得相关数据。可以以图表方式呈现信息，协助企业清楚掌握未来的劳动力需求。接着，您可以将劳动力供给数据与需求数据比对，即可识别出劳动力缺口。

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.