Applied Psychology in Talent Management.
Read the article 3 Keys to Closing Workforce Planning Gaps Links to an external site..
This article provides information about workforce planning.
Review the article Strategic Workforce Planning—A Vital Business Activity Links to an external site..
This article outlines key steps involved in strategic workforce planning.
Watch the video KellyOCG—Strategic Workforce Planning Links to an external site..
This video provides information about the importance of understanding the needs of the workforce and developing and applying a strategic workforce plan.
The purpose of workforce planning is to anticipate needs, set priorities, and allocate scarce organizational resources (Cascio & Aguinis, 2019). Consider that you are the vice-president responsible for talent acquisition of a midsize organization located in the United States. You have been tasked with presenting a forecast of what the organization will need to hire within the next 12 months. Incorporate the four components of workforce planning, as outlined in the course textbook, as you address the key points below in your forecast:
How will you anticipate needs, set priorities, and allocate scarce organizational resources?
Is it more prudent to hire contractors or in-house?
Which arrangement produces the highest return for the invested resource?
onstructing a contention for the connection between the clinic of the eighteenth 100 years and Jeremy Bentham's 'panopticon', Stuart Elden's Plague, Panopticon, Police (2002) makes sense of, "Emergency clinics required information on contacts, viruses, vicinity and swarming (… ) simultaneously to partition space and keep it open, guaranteeing an observation which is both worldwide and individualizing." This ID of an emergency clinic's reliance on reconnaissance and information repeats Foucault's examination of the utilization of room in a public foundation, an oxymoronic blend of encased and open spaces that both works with the doctors need to notice and at the same time guarantees the assimilation of reconnaissance by patients in the eighteenth and nineteenth Hundred years, a disciplinary technique planned to shape society. The panopticon model is meaningful of this system to utilize self-observation and self-control, giving a hypothetical structural system to help the 'clinical look'.
The 'clinical look' is at first presented by Michel Foucault's The Introduction of the Center (1963) to portray the dehumanization of the patient's viewpoint and experience of an infection, encouraging the doctor's understanding of side effects . The 'clinical look' develops a specialist/patient double that empowers a mind boggling power dynamic. In these terms, the detachment of the psyche and body is foremost to the objective perception and treatment of the body. The 'clinical look' can likewise be reached out to surgeries like the post-mortem and different types of clinical exploration.
Figure 1: Cristin Millett, 'Teatro Anatomico' media establishment and intelligent video project (2005) .
In Figure 1, Cristin Millett's Teatro Anatomico (2016) channels the order of clinical perception from the point of the female conceptive framework into her own visual societies practice. Analyzed by Fringe Dreams Press, Millet's mixed media portrayal takes motivation from the authentic life structures theater in building space and summons creative portrayals of seventeenth Century life structures examples . The architec
Sample Solution
The article 3 Keys to Closing Workforce Planning Gaps and the video KellyOCG—Strategic Workforce Planning provide insight into how organizations can anticipate needs, set priorities and allocate scarce resources in order to effectively manage their workforce. In today’s rapidly changing business environment it is important for companies to be prepared for any current or future scenarios that may arise which can be done by analyzing the data related to labor costs, talent availability, projected growth rates and other relevant factors. Additionally based on this information organizations must make decisions regarding whether they should hire contractors or bring employees on board as in house staff depending on situation at hand since both have their own benefits and drawbacks.
Bringing a contractor on board might be more beneficial if there are large fluctuations in demand due seasonal changes or special projects as these workers can offer flexibility with quick turnaround times compared to traditional hiring processes. This also allows companies save money since they pay only when needed instead of having commit permanent salaries (Kho & Wankhade, 2020) . On the other hand bringing an employee in-house might be more prudent if company requires continuous long-term workforce support especially those requiring specialized skill sets where its better maintain certain level consistency within organization so that knowledge is not lost when personnel changes.
In conclusion, choosing between a contractor or an employee involves taking into account many external factors such as cost, timeline available, nature work required etc., so analyzing available data points carefully along setting clear objectives will ultimately help decide most optimal course action for each particular case thus enabling effective allocation of organizational resources toward achieving desired goals.