Sponsored Content
Sponsored Content
2020 Workforce Planning
The tools you need to create your 2020 Workforce Strategy
The vice president of technology solutions has demanded 20 new FTEs for next year with specific technology skills. Your recruitment budget doesn’t come close to covering that request. Then there’s the urgent request you received from marketing for two new social media strategists. And logistics needs five new people with updated skill sets. Don’t forget the three people you need in your own HR department.

If this all seems too familiar, you are like many American companies today. Openings are outstrip-ping available candidates and recruitment budgets can’t come close to covering the cost to hire for them – assuming you can find great candidates.

Workforce Over views by Highest Demand Occupations
One place to start for 2020 workforce planning may be a credible overview of the available talent outlook. If you can see the supply of talent for the positions you need to fill, you can do a better job of forecasting recruitment costs or make other plans, including outsourcing or development.

Bellevue University has created Workforce Over-views for 15 of the highest demand occupations.

Here’s what you’ll find in the Workforce Overviews:

Current Average Open Positions
If you’re looking for a computer technology professional, it might impact your planning and budgeting a bit if you knew there are nearly 350,000 open positions for computer technology professionals. It tells you immediately that you’re likely going to have to compete for talented team members. It might also tell you that your talented team members are likely being targeted by other companies.
Current Unemployed Professionals
This number gives you the approximate pool of unemployed candidates you have from which to choose. For computer technology professionals, that number is 120,000 – not nearly enough to meet demand.
Positions added by 2026
Is demand growing or slowing? It’s worthwhile knowing if you’re trying to project workforce needs through the next five years – and budget for them.
Demographic description of professionals
in the field
It is helpful to have a good idea of who is already in the field – for targeting purposes or for purposes of expanding your diversity strategy.
Average income of professionals in the field
What do professionals make today? Has that been increasing or decreasing? How will that impact salaries in the coming few years? You can use this data for budget planning.
What PowerSkills™ are most in demand?
Beyond specific occupational skills, PowerSkills reflect the ability to adapt to change and learn new skills. PowerSkills™ create resiliency – something everyone needs in this era of rapidly changing skills. Required PowerSkills vary by occupation. For example, computer professionals who are good at communication appear to be in very high demand.
Workforce Overviews are available for these high demand occupations:
Behavioral Health • Computer Technology • Data • Finance • Healthcare • Hospitality • Insurance • Management • Manufacturing • Public Safety • QSR • Retail • Sales • Supply Chain and Logistics • Sustainability
Download Workforce Overviews here:
CorporateLearning.com/workforce-overviews
People working as computer technology professionals image
The big picture helps bring workforce planning into focus
Each Workforce Overview gives you a clear picture of who is currently in an occupation, how much they make, skills demands and projected future demand for the profession.

With this data, you can scope out your workforce needs, understand the challenges and competition and make a business case for investment if you find you’re not positioned to attract the best and brightest in the field.

Development may offer the best ROI
If you decide you don’t want to join the compet-itive fray for highly-priced professionals, the best strategy may be to develop the people you have. After all, they know your company, your products, your people, your culture.

Arming talented front-line employees with excellent training and education may be your best strategy. Research demonstrates that motivated employees expect and appreciate training and education. So, crafting a strategy that brands your company as strong in training and education not only motivates current employees, it could attract other bright professionals to your company.

Creating a strategy to be a best-in-class, talent-for-ward company offers immediate ROI on your train-ing and education benefits, supports company loyalty among talented and motivated employees and can attract top talent from other companies.

Here’s another helpful tool from Bellevue Universi-ty’s Corporate Learning Solutions division, a white paper titled, “How to Build a Best-in-Class Educa-tion Benefits Program.”

It’s available free here: corporatelearning.com/ed-benefits-wp

A non-profit university, Bellevue University is accredited by the Higher Learning Commission, a regional accreditation agency recognized by the U.S. Department of Education.
The Corporate Learning Solutions
The Corporate Learning Solutions division of Bellevue University works with corporations and other enterprises to support the productivity and competitiveness of their companies by increasing skills, knowledge and talents of workforces. Corporate Learning Solutions has been working with corporations for more than 25 years and has pioneered a wide range of innovative solutions to human capital development.

These include the Human Capital Lab™ the nation’s first think tank to measure the impact of learning on Key Performance Indicators, custom learning programs that address specific skills and knowledge gaps, and Skill Accelerator™ boot camps.

CorporateLearning.com • 877-824-5516