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DRAFT August 21, 2024REQUIRED ELEMENTS FOR THE SUBMISSION OF LOCAL AND REGIONAL PLANS UNDER THE WORKFORCE INNOVATION AND OPPORTUNITY ACT FOR THE STATE OF GEORGIADRAFT August 21, 2028Table of Contents:Overview:
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Identify the current workforce needs and gaps by analyzing existing data and job roles.
02
Define the key objectives for workforce planning in line with organizational goals.
03
Gather information on future workforce requirements based on projected growth and changes in the industry.
04
Assess the skills and competencies required for each role in your organization.
05
Conduct a workforce analysis to understand demographics, turnover rates, and internal mobility.
06
Develop a recruitment and retention strategy to fill identified gaps.
07
Create a training and development plan to upskill current employees.
08
Monitor and evaluate workforce performance regularly to adjust plans as necessary.
09
Document the entire workforce planning process for compliance and future reference.
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Engage with stakeholders for feedback and approval of the workforce plan.

Who needs workforce planningdepartment of labor?

01
Organizations looking to optimize their human resources and align workforce with strategic goals.
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HR departments seeking to forecast hiring needs and manage talent effectively.
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Leaders and managers responsible for departmental staffing and productivity.
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Businesses facing challenges in filling critical roles or retaining talent.
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Government agencies requiring compliance with labor regulations and workforce statistics.
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Workforce planning at the Department of Labor refers to the strategic process of analyzing and forecasting the workforce needs of an organization to ensure that the right number of people with the appropriate skills are in the right positions at the right time.
Organizations that meet specific criteria set by the Department of Labor, generally those with a significant number of employees or that qualify under certain programs, are required to file for workforce planning.
To fill out workforce planning documentation, organizations must gather information on current workforce capabilities, identify gaps in skills or staffing, project future workforce needs, and then document these findings in the required format provided by the Department of Labor.
The purpose of workforce planning at the Department of Labor is to ensure that organizations can effectively meet their current and future employment needs, optimize workforce productivity, and support economic growth.
The information that must be reported typically includes current workforce data, projected future labor needs, skills assessments, employee turnover rates, and strategies for recruitment and retention.
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