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REQUEST FOR PROPOSALSSTAFFING ANALYSIS AND OPTIMIZATION PLAN CITY OF WEST HOLLYWOODDate Issued: April 11, 2019, Proposal Due: May 6, 20191This page intentionally left blank2TABLE OF CONTENTS 4Executive
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01
Identify the purpose of the staffing analysis.
02
Determine the timeframe for the analysis.
03
Gather relevant data on the current workforce, including employee numbers, roles, and qualifications.
04
Assess the workload and workload distribution within the organization.
05
Identify any gaps or areas of inefficiency in the current staffing structure.
06
Analyze future workforce needs based on business projections and growth plans.
07
Develop a staffing plan to address any identified gaps or needs.
08
Implement the staffing plan and monitor its effectiveness.
09
Regularly review and update the staffing analysis to ensure alignment with organizational goals and objectives.

Who needs staffing analysis and?

01
Human Resources departments: HR teams can use staffing analysis to effectively manage the recruitment, selection, and retention of employees.
02
Business Managers: Managers can benefit from staffing analysis to ensure adequate staffing levels to meet operational needs and optimize resource allocation.
03
Organizational Leaders: Executives and leaders can utilize staffing analysis to align the workforce with strategic goals and drive organizational performance.
04
Consultants and Advisors: External consultants and advisors may require staffing analysis to help organizations improve their workforce planning and optimize staffing strategies.
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Staffing analysis is a process of evaluating an organization's workforce to determine current and future staffing needs.
Employers or organizations with a certain number of employees are typically required to file staffing analysis.
Staffing analysis can be filled out by collecting data on current staffing levels, analyzing workforce trends, and projecting future staffing needs.
The purpose of staffing analysis is to ensure that an organization has the right number of employees with the right skills to meet business objectives.
Information such as current staffing levels, turnover rates, recruitment strategies, and future workforce projections must be reported on staffing analysis.
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