Within HRPA’s Workforce Planning content, internal supply forecasting relies on maintaining skills (or qualifications) inventories that “summarize employees’ education, experience, competencies, certifications, and special skills so management can assess current capability and identify gaps.” These inventories give a consolidated view of what the workforce can do today, supporting deployment, development, and succession mapping.
Markov analyses (A) project movement/flow probabilities between job states; they do not summarize individual capabilities.
Succession plans (B) map readiness for specific roles rather than cataloguing organization-wide capabilities.
Replacement summaries/charts (D) provide quick snapshots of potential backfills for key roles, not a comprehensive capability inventory.
HRPA Competency Framework – Workforce Planning: “collect and analyze workforce capability data to inform forecasting and planning.”
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