The Use of Labor Market Information in Strategic Human Resource Management

1. The Use of Labor Market Information in Strategic Human Resource Management Doug Leonard, Senior Economist Wyoming Department of Employment, Research & Planning dleona1@state.wy.us (307) 473-3811 http://doe.state.wy.us/lmi

2. Topics Covered • What Research & Planning is and what it does • Standardized comparable compensation data • Custom products

3. Research & Planning: OUR ORGANIZATION: R&P is a separate, exclusively statistical entity. WHAT WE DO: R&P collects, analyzes, and publishes timely and accurate labor market information (LMI) meeting established statistical standards. OUR CUSTOMERS: LMI makes the labor market more efficient by providing the public and the public’s representatives with the basis for informed decision making.

4. Confidentiality • Wyoming Employment Security Law, Statute 27-3-603 Confidentiality of Information • PL 107-347, Title V Confidential Information Protection and Statistical Efficiency Act of 2002 • PL 103-322 Title XXX Protection of Privacy of Information in State Motor Vehicle Records • Interagency Agreement with Board of Nursing • Memorandum of Understanding with R&P counterpart research offices in ten states • Memorandum of Understanding with the Worker’s Compensation and Safety Division of the Department of Employment • Memorandum of Understanding with the Vital Statistics section of the Department of Health • Memorandum of Understanding with the Defense Manpower Data Center (Pentagon)

5. Standardized Comparable Compensation Products

6. Research & Planning’s Website (http://doe.state.wy.us/LMI) P. Ellsworth, DOE R&P, 5/17/2007

7. Example: Wage rates for the Casper Metropolitan Statistical Area. P. Ellsworth, DOE R&P, 5/17/2007

8. Example: Quarterly Census of Employment & Wages (QCEW) P. Ellsworth, DOE R&P, 5/17/2007

9. Wyoming QCEW Data by County P. Ellsworth, DOE R&P, 5/17/2007

10. QCEW Data for Natrona County by Industry P. Ellsworth, DOE R&P, 5/17/2007

11. Combination of two data elements: Occupational Employment Statistics staffing pattern (see slide 17) Current and projected QCEW employment levels (shown on slides 9 & 10) Occupation and Skill Projections

12. Source: Glover, T. (2006). Industries and occupations with a demand for skilled workers. Outlook 2010 Revisited: Wyoming’s Labor Market at Mid-Decade.

13. Source: Glover, T. (2006). Industries and occupations with a demand for skilled workers. Outlook 2010 Revisited: Wyoming’s Labor Market at Mid-Decade.

16. National Compensation Resources

17. 17

18. 18

19. 19

20. 20

21. 21

22. 22

23. 23

24. 24

25. Custom Data Products

26. Research & Planning Surveys Benefits Survey

27. Workforce Planning Study Doug LeonardSenior EconomistWyoming Department of EmploymentResearch & Planning PO Box 2760Casper, WY 82602 (307) 473-3811 dleona1@state.wy.us

28. Labor flows:Workers <55 years old 28

29. What we found… • Management or career advancement training most important to workers <44 years of age • Occupations of concern... • Employees were the least satisfied with compensation • 70% of DOE employees leaving in 12 months are female and 58.9% have comparatively low wages

30. What we found… • Willingness to train other employees • “More respect from management” • “…speak our minds without fear of reprisal.”

31. Labor Supply Issues

33. 33

34. Loss of 44,253 workers in five years

35. Loss of 45,127 workers in five years

38. Although female workers’ fortunes have improved somewhat, the pattern remains the same as in 1992

41. Affect locality of consumption for : Goods Services Can be a predictor of relocation Commuting Patterns

42. 42

43. Imported Labor

45. Nursing Study