A utilization analysis in the field of Human Resource Management refers to an analysis of the demographics of a workplace. The purpose of this concept is to peruse whether an enterprise offers employment opportunities to a specific group such as minorities, women, etc., at a rate that is consistent with the workforce accessibility or the approximated number of individuals in designated groups who are available for a job.
Utilization analysis is crucial because it ascertains equal opportunities and equal access for workers. It motivates enterprises to maintain high diversity in the workplace and practice much inclusivity while abiding by the regulations stated by the Equal Opportunity Commission (EEOC). This administrative body enforces federal anti-discrimination rules and laws. The regulations make sure to address the discrimination based on the following:
Thus, arranging a utilization assists organizations in:
In general, when done right, utilization analysis can facilitate employers in establishing a happier, rich, diverse, and safer workplace. In order to conduct a utilization analysis, one has to consider three steps that are, placing employees into different job groups, determining workforce availability of minorities and women, and finally, scrutinizing the incumbency versus availability. The information procured in these steps would be used to establish goals that help leverage inclusion and diversity initiatives in the workplace.