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Pub Date: |
1991-08-00 |
Pub Type(s): |
Reports - Research |
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Descriptors:
Adults; Employment Patterns; Employment Projections; Futures (of Society); Human Resources; Labor Force; Labor Market; Labor Needs; Long Range Planning; Models; Research Methodology
Abstract:
The Hudson Institute study, "Workforce 2000," created an awareness that labor markets are going to be dramatically different in the year 2000. The themes from Workforce 2000, events from the early 1990s, and the dynamics of local labor markets can be combined. At the analytical level, these three components form tracks that can be used to analyze the effectiveness of recruitment, hiring, training, and development. Workforce 2000 themes include a forecast that in the year 2000 there will be key shortages of skilled workers; divergent quality of life, income, and life prospects; and a culturally diverse work force. External key events include availability of skilled workers from Department of Defense cutbacks, the underrepresentation of females in higher decision-making jobs, and the challenge to seniority systems from the proposed Civil Rights Act of 1991. Human resource planning and forecasting models can be used to quantify specific job movements in local labor markets related to Workforce 2000 themes. A proposed human resource forecasting technology methodology uses the U.S. Navy's Availability (AVAIL) external labor market modeling system. It can be important in forecasting labor market differences in geographic areas and in specific occupations. (24 references) (KC)
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Pub Date: |
1986-12-00 |
Pub Type(s): |
Reports - Research; Numerical/Quantitative Data |
Peer Reviewed: |
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Descriptors:
Affirmative Action; Employment Opportunities; Equal Opportunities (Jobs); Futures (of Society); Geographic Regions; Labor Market; Military Organizations; Military Personnel; Personnel Needs; Racial Composition; Sex; Sex Fairness; Tables (Data)
Abstract:
This report provides an update to 1992 of the Navy equal employment opportunity (EEO) and affirmative action availability data for each of the 64 local labor markets in which the U.S. Navy employs 250 or more civilian employees. Data are provided for the following nine major occupational categories: engineering and science technicians, scientists and engineers, other professionals, management and administrative personnel, other technicians, clerical occupations, other general schedule occupations, craftsmen and mechanics, and operatives and service workers. Data were collected and analyzed within the framework of the Civilian Occupation Planning Estimates System (COPES). Available labor force (AVAIL) models were used in conjunction with U.S. Census data to examine all persons in the civilian labor force to determine who would consider a specific Navy job an opportunity. The first step in compiling the data was to determine which workers and nonworkers match given Navy jobs with respect to wage bands, skill requirements, and educational and occupational skill/experience requirements. Next, the estimated available labor force for each job was further broken down by sex and race (White, Black, Hispanic, and other). The data are expected to be used for a variety of staffing policy decisions and research studies. (Appendixes include a listing of the principal Department of Navy local labor markets for civilian personnel planning; projected supply ratios for 1982 for each of the labor markets with breakdowns of male and female percentages by racial group; and information on possible measurement errors, confidence limits, and error measures for the AVAIL model.) (MN)
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