A first step for the implementing agency is to assess the size and scope of labor restructuring. This module begins with an overview of the rationale for carrying out systematic staffing assessments and then summarizes three tools that the implementing agency can use in this regard: staff audits, benchmarking, and work force analysis.
It's not just "how many employees?" but also "which employees?"
Collecting Information on Skills
Objectives of Work Force Analysis
Who Should Do the Assessments?
Figure 3.1: Structure of Performance Measures for Utilities
Figure 3.2: Sample Age Profiles
Box 3.1: What's the Minimum Data Set for a Staff Audit?
Box 3.2: Nigeria-Conducting Staff Audits in the Civil Service
Box 3.3: Middle East Airlines-Skills Mismatch
Box 3.4: India-Unions and Reskilling in the Telecommunications Sector
Box 3.5: British Rail-Loss of Institutional Memory
Box 3.6: Benchmarking Definitions
Box 3.7: Kenya-Internal Benchmarking in Power Distribution
Box 3.8: Generic Labor Benchmarks
Box 3.9: Sample Labor Benchmarks by Sector
Box 3.10: Hints and Tips for Using Benchmark Data
Box 3.11: Brazil-Work Force Analysis in Rail Privatization
Table 3.1: Three Dimensions of Work Force Restructuring
Table 3.2: Some Sources of International Benchmarking Information
Table 3.3: Regional Comparative Performance Measures
Table 3.4: India-Changing Labor Productivity at BSNL, Selected Years
Table 3.5: Pros and Cons of In-house and External Consultants