Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates.
Utilizes hiring, sourcing, attrition, and productivity metrics to provide actionable insights about the current and future states of a workforce. Applies predictive models and methods to develop short and long-term forecasts. Produces reports and visualizations that provide easy to understand information required for decision making.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Workforce Analyst I skill and competencie below to view definitions.
Skill definition-Applying techniques and processes in examining and evaluating raw data to derive conclusions to support business decision-making.
Level 1 Behaviors
(General Familiarity)
Explains how to interpret data analytics and metrics to drive better business decision-making.
Level 2 Behaviors
(Light Experience)
Documents data requirements for projects by working with business users.
Level 3 Behaviors
(Moderate Experience)
Provides and leverages data analytics solutions to mitigate business risk and handle setbacks.
Level 4 Behaviors
(Extensive Experience)
Monitors data sources used for analytics to update data and meet quality standards.
Level 5 Behaviors
(Mastery)
Establishes performance metrics focused on Data Analytics to track optimization opportunities.
Skill definition-Ability to gather and analyze HR data in order to improve an organization’s workforce performance.
Level 1 Behaviors
(General Familiarity)
Describes the techniques and methodologies used in data gathering and analysis.
Level 2 Behaviors
(Light Experience)
Participates in gathering and analyzing data regarding HR practices.
Level 3 Behaviors
(Moderate Experience)
Produces results of data gathering and analysis activities to make data-driven HR decisions.
Level 4 Behaviors
(Extensive Experience)
Drives technical innovation in data gathering and analysis.
Level 5 Behaviors
(Mastery)
Improves data gathering and analysis capabilities to drive better decision-making for our management.
Skill definition-Knowledge of and ability to apply a set of quantifiable measurements to determine how effectively an individual, team or organization is achieving a business objective.
Level 1 Behaviors
(General Familiarity)
Lists some typical KPIs from own industry, business, and function.
Level 2 Behaviors
(Light Experience)
Produces standard and ad-hoc KPI reports following standard procedures.
Level 3 Behaviors
(Moderate Experience)
Participates in regular KPI reviews to evaluate goals, performance, and growth opportunities.
Level 4 Behaviors
(Extensive Experience)
Works with external stakeholders, such as key clients and vendors to determine complicated KPIs.
Level 5 Behaviors
(Mastery)
Reports on up to date industry and market benchmarks and trends in KPI best practices.
Skill definition-Proactively defining, analyzing, and streamlining existing business processes within an organization to meet new quotas or standards of quality.
Level 1 Behaviors
(General Familiarity)
Names various methods used to practice business process improvement.
Level 2 Behaviors
(Light Experience)
Suggests changes to the existing processes and structure in our business.
Level 3 Behaviors
(Moderate Experience)
Recommends the business process management system that meets our business needs.
Level 4 Behaviors
(Extensive Experience)
Resolves underlying issues that bring about the business process bottlenecks.
Level 5 Behaviors
(Mastery)
Restructures ways to align business processes with organizational goals.
There are 0 hard skills for Workforce Analyst I.
8 general skills for Workforce Analyst I, Data Analytics, Data Gathering and Analysis, Human Resource Information System (HRIS), etc.
7 soft skills for Workforce Analyst I, Key Performance Indicators (KPI), Business Process Improvement, Prioritization, etc.
While the list totals 15 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Workforce Analyst I, he or she needs to be skilled in Key Performance Indicators (KPI), be skilled in Business Process Improvement, and be proficient in Prioritization.
