1 / 19

ALMIS Data At Work – A Consultant’s Perspective

ALMIS Data At Work – A Consultant’s Perspective. Presented to The ALMIS Database Seminar – San Diego August 15, 2005. Who is Godbe Research?. Founded in January 1990 Research Disciplines: Survey Research of Voters Survey Research for Local and Regional Planning

karleigh-williams
Download Presentation

ALMIS Data At Work – A Consultant’s Perspective

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. ALMIS Data At Work – A Consultant’s Perspective Presented to The ALMIS Database Seminar – San Diego August 15, 2005

  2. Who is Godbe Research? • Founded in January 1990 • Research Disciplines: • Survey Research of Voters • Survey Research for Local and Regional Planning • Market Research for Corporations • Workforce Clients Include: • San Diego Workforce Partnership • Orange County Workforce Investment Board • Snohomish Workforce Development Council • Silicon Valley Workforce Investment Network

  3. ECONOMY How does the Economy affect demand on the Workforce • Cluster or Sector Approach • Macroeconomic Impacts Regional Workforce Research • EMPLOYER • • Hiring / Growth Expectations • Employee Dev. Practices • Firm Profile EDUCATION • Capacity • Curriculum • Flexibility The Three E’s of Workforce Research

  4. Using ALMIS Data in Workforce Research

  5. Questions facing Workforce Planners • Occupational Gap Analysis • 2. Cluster Comparison and Employer Profile • 3. Industry and Occupational Skills Assessment • 4. Education, Training, and Employee Development Practices • Cluster or Region Specific Issues

  6. Occupational Gap Analysis • Is the supply of qualified candidates meeting employers demand for a given occupation both now and in the future? • Wage pressure • Employer’s perceived difficulty finding qualified applicants • Quantity of recruiting done outside of the region • Industry and occupational growth • New education or policy requirements (e.g. Nurse ratios in the Healthcare Cluster for CA)

  7. Occupational Gap Analysis -Example

  8. Cluster Comparison and Employer Profile • How do the hiring and growth expectations for employers in different clusters compare in a given region? • Hiring and Growth Expectations • Number of Firms in a Cluster • Relative size of a Cluster within the Regional Economy • Employer Hiring and Promoting Preferences

  9. Cluster Comparison - Example

  10. Employer Profile – Example

  11. Industry and Occupational Skills Assessment • What are the skills that are most important to employers for a given occupation? • What are the skills that current employees and applicants most deficient in? • Should applicants focus on improving their hard skills (e.g. technical abilities) or soft skills (e.g. communication skills) or both?

  12. Occupational Skills Assessment - Example

  13. Education, Training, and Employee Development Practices • What type of employee development programs are employers using? • Are current employees and applicants receiving the appropriate training and education from High School, Community College, and Regional University’s. • Are occupations that require specific training and/or education facing capacity constraints?

  14. Employee Development Practices - Example

  15. Cluster or Regional Specific Issues • Will a substantial percentage of employees retire in this cluster or occupation in the next 3 years? • Are employers in a specific cluster using specific technology applications, such as GIS? • Are employers in a given cluster outsourcing positions to locations outside of the region?

  16. Cluster or Regional Specific Issues – Example Outsourcing Type of Business Process Location of Outsourcing

  17. Cluster or Regional Specific Issues – Use of GIS Technology Difficulty Finding Employees with GIS Skills Cluster Usage of GIS Technology

  18. Putting Regional Workforce Questions into a Greater Context

  19. ALMIS Data At Work – A Consultant’s Perspective Presented to The ALMIS Database Seminar – San Diego August 15, 2005

More Related