WORKFORCE MANAGEMENT

Capabilities

The right workforce depends on continuous, creative management

Many occasions arise—unrelated to major transformation initiatives—when an organization wants to improve its workforce management. Our workforce management practice focuses on supporting these targeted initiatives. Through our analytical and organizational experts in the field, we accomplish organizational goals in a broad variety of human capital or workforce management disciplines. We provide the knowledge, tools, and support to take a particular function to the next level. We help achieve these gains through changes in policy or process or the introduction of new technology.

We combine extensive experience with analytical tools to assess strategic and operational human capital issues quickly and design creative solutions that meet client needs by focusing on these analytical capabilities:

• Personnel planning
• Human resources information systems
• Personnel policy
• Recruiting requirements
• Competency modeling
• Compensation analysis
• Leadership development
• Knowledge management .

CLIENTS AND SOLUTIONS

DOS—Planning and Analyzing the Worldwide Workforce

LMI helped the Department of State (DOS) develop and enhance the workforce planning models it uses to plan and analyze its worldwide workforce—the Domestic Staffing Model (DSM), Overseas Staffing Model (OSM), and Foreign Service Promotion Model. The DSM fulfills a congressional directive but, more important, enables DOS to deliver the human capital portion of The President’s Management Agenda. Together with the OSM already in place, it identifies DOS’s total demand for people and gives management the analytical tools to make smart decisions about the size and composition of the worldwide foreign affairs workforce.

FEMA—Strategic Workforce Planning

The Federal Emergency Management Agency (FEMA) Mount Weather Emergency Operations Division and Human Resources wanted to ensure that the division had the right number of qualified staff members to accomplish its mission—now and in the future—and support FEMA strategic objectives. LMI furnished a comprehensive strategic workforce planning method, using the LMI Workforce Planner™ Model, which enabled senior staff members to identify the division’s mission, vision, customers, products, services, and business drivers and project the impact that the business drivers would have on the workforce over 5 years. The strategic workforce plans provided FEMA with scenarios to evaluate its workforce full-time equivalent and competency demands, identify requirements and gaps, and form strategies to close the identified gaps. The integrated LMI WorkforcePlanner™ Model now enables HR and the division to modify the scenarios as circumstances change and create updated workforce planning strategies as needed.