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Succession Planning-PlanningFor The Coming Workforce Turnover

机译:即将到来的员工离职计划

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About 18 months ago, the Awwa Research Foundation funded a study of the comingrngenerational change in the water utility workforce titled “Succession Planning for a VitalrnWorkforce in the Information Age“. Recognizing that this problem was not unique tornwater utilities, the Water Environment Research Foundation elected to co-fund the study.rnThe study is in the process of being prepared for publication. Major elements of the studyrnincluded:rn?rnAn analysis of workforce demographic trends and forecastsrnA survey of water and wastewater utilities involving a number of issues related tornsuccession planning, training, and a variety of issues that affect utility’s abilitiesrnto proactively manage through generational changernA workforce planning model designed specifically for water and wastewaterrnutilities was developed and pilot tested at two utilitiesrnAn approach to developing training programs was demonstrated at two utilities –rnone for water operators and one for wastewater operators. This was done inrnconjunction with the National Center for Construction Education and Researchrn(NCCER).rn?rnBecause the loss of tacit (undocumented) knowledge emerged as a major concern,rna method for capturing such knowledge during a short period of time wasrndeveloped and pilot tested at a water and wastewater utility.rnOne way to minimize the likelihood of losing large amounts of tacit knowledge isrnto weave knowledge management techniques into the management of the utility.rnA knowledge management toolkit based on the “Circle of Knowledge” approachrnwas developed..rnIn addition there are modules presenting operations and maintenance skill sets, merit pay,rnbecoming an “Employer of choice” and other topics of interest. This paper will present arnsummary of project findings.rnNational Workforce Demographic Trends and ForecastsrnAn analysis of Bureau of Labor Statistics (BLS)data pertinent to water and wastewaterrnutilities is presented below: (Note: Data presented in this section as being utility normsrnrepresents data for SIC codes closest to water and wastewater utilities which includernsome non-utility activities such as irrigation systems).
机译:大约18个月前,Awwa研究基金会资助了一项有关自来水公司劳动力代际变革的研究,名为“信息时代重要劳动力的继任计划”。水环境研究基金会意识到这个问题并不是唯一的污水处理公用事业,因此选择共同资助该研究。该研究正在准备发布中。研究的主要内容包括:对劳动力人口趋势和预测的分析对水和废水公用事业的调查,涉及与成功规划,培训以及影响公用事业通过代代前瞻性进行管理的能力的各种问题有关的许多问题rn劳动力规划模型专门为水和废水设计的公用事业已经开发,并在两家公用事业公司进行了试点测试。在两家公用事业公司中展示了开发培训计划的方法,其中一种用于水务运营商,而另一种则用于废水处理商。这是与国家建设教育与研究中心(NCCER)联合完成的。rn?由于隐性(无记录)知识的丢失成为主要问题,因此开发了一种在短时间内捕获此类知识的方法并进行了试点测试在水和废水处理设施上。rn一种将丢失大量隐性知识的可能性最小化的方法是将知识管理技术编织到设施的管理中。rn开发了一种基于“知识圈”方法的知识管理工具包。有一些模块介绍操作和维护技能,绩效工资,成为“首选雇主”以及其他感兴趣的主题。本文将提供项目调查结果的摘要。全国劳动力人口趋势和预测下文对与水和废水公用事业有关的劳工统计局(BLS)数据进行了分析:(注:本节中的数据为公用事业规范,代表SIC代码的数据。最接近水和废水公用事业,其中包括一些非公用事业活动,例如灌溉系统。

著录项

  • 来源
    《2004 AWWA annual conference》|2004年|1-7|共7页
  • 会议地点 Orlando FL(US)
  • 作者

    Myron Olstein;

  • 作者单位

    18310 Montgomery Village AvenuernGaithersburg, MD 20879;

  • 会议组织
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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