a HUMan resources ANalytics Dashboard to support post-emergency Workforce policy design, Industry continuity, and System resilience (HUMANWISE)
ProjectHUMANWISE aims to design, prototype and pilot-test an innovative human resource (HR) analytics methodology and a dashboard to support employment policy making and actions in response to three major needs raised by COVID-19. First, to identify and fill the new workforce needs and skill gaps generated by the re-organization of economic and production processes (e.g. forced adoption of teleworking/smartworking) as a response to the outbreak. This also implies delving into the geographical perspective to account for the heterogeneity that characterizes regions in terms of regional labor market and resilience. Second, to re-allocate human resources
displaced by the economic downturn so to stimulate new employment and the reprise of most affected industries, under security conditions. Third, to prepare the workforce to new potential crisis by developing stronger resilience and emergency management capabilities able to reduce the negative effects of future events. The focus is primarily on managing the reorganization of
activities (recovery), to overcome the economic crisis and support continuity and security of organizations and industries. The secondary focus is on preventing new risks (prevention), by building resilience and prepare the system to future (undesired although likely) disruption events. HUMANWISE will conduct four activities and deliver related results of relevance:
#1: a comprehensive taxonomy of employment/workforce archetypes across industrial, service and public administration sectors, with the identification of specialized/horizontal competence profiles for each archetype.
#2: an ontological analysis of the economic, social and management impact areas of the COVID19 on industries and organizations in terms of workforce dynamics (e.g. turnover) and transformation (e.g. smartworking), and along the identified archetypes (#1).
#3: an integrated system of HR analytics methods and tools (e.g. visual analytics tools, machine learning algorithms, integrated reporting methods) for workforce status monitoring (e.g. digital productivity), post-pandemic competence re-allocation (e.g. intra and inter-industry mobility) and development (e.g. skills gap filling), and predictive analysis (e.g. impact/performance scenarios) on employment archetypes and impact areas (#1, #2).
#4: a set of guidelines and checklists (based on #1, #2 and #3) to prepare organizations and institutions to build more robust HR-centered response plans and effectively face future pandemic events while limiting negative effects.
displaced by the economic downturn so to stimulate new employment and the reprise of most affected industries, under security conditions. Third, to prepare the workforce to new potential crisis by developing stronger resilience and emergency management capabilities able to reduce the negative effects of future events. The focus is primarily on managing the reorganization of
activities (recovery), to overcome the economic crisis and support continuity and security of organizations and industries. The secondary focus is on preventing new risks (prevention), by building resilience and prepare the system to future (undesired although likely) disruption events. HUMANWISE will conduct four activities and deliver related results of relevance:
#1: a comprehensive taxonomy of employment/workforce archetypes across industrial, service and public administration sectors, with the identification of specialized/horizontal competence profiles for each archetype.
#2: an ontological analysis of the economic, social and management impact areas of the COVID19 on industries and organizations in terms of workforce dynamics (e.g. turnover) and transformation (e.g. smartworking), and along the identified archetypes (#1).
#3: an integrated system of HR analytics methods and tools (e.g. visual analytics tools, machine learning algorithms, integrated reporting methods) for workforce status monitoring (e.g. digital productivity), post-pandemic competence re-allocation (e.g. intra and inter-industry mobility) and development (e.g. skills gap filling), and predictive analysis (e.g. impact/performance scenarios) on employment archetypes and impact areas (#1, #2).
#4: a set of guidelines and checklists (based on #1, #2 and #3) to prepare organizations and institutions to build more robust HR-centered response plans and effectively face future pandemic events while limiting negative effects.