Sentence examples for information on workforce from inspiring English sources

WFN: The blog of Boston College's Alfred P. Sloan Work and Family Research Network is a destination for information on work and family alance, and features articles on public policy and evidence-based information on workforce issues, talent management and the impact of work and family issues on business.

WFN: The blog of Boston College's Alfred P. Sloan Work and Family Research Network is a destination for information on work and family balance and features articles on public policy and evidence-based information on workforce issues, talent management and the impact of work and family issues on business.

Whereas national programmes typically have reliable data on recent graduates, who represent the majority of people entering the workforce, information on workforce exit is typically poor.

We then collected information on workforce strengths in all three sectors to estimate likely percentages in each sector that were likely to be at risk from work-related heat stress.

This database was in turn adapted by the Ministry of Health, and used to register all health workers in five provinces, providing information on workforce capacities and gaps to be used in planning.

The great variations in staff numbers and the poor association between information on workforce, proportion of trained staff, and length and quality of courses suggested a lack of valid information and/or poor data reliability.

Of all systems examined, however, only 23%% reported explicitly collecting data on workforce attrition – information that is especially relevant in countries experiencing HRH rural exodus, international out-migration, or both.

The method proposed in the current report probably will create an avenue for enhancing the decision-making capabilities of maintenance managers as information on the workforce planning is obtained in advance.

Once information on existing workforce competencies has been gathered, federal government agencies can begin to more accurately assess existing competency gaps and develop a recruitment strategy that meets hiring objectives and is cost-effective.

▪ Absence of information on how workforce and work processes will change.

Good information on this workforce is essential for managing services as demands increase, accountability of practitioners, measurement of outcomes and benchmarking against other jurisdictions.