In a globalized and rapidly changing economy, strategic human resource management depends fundamentally on accurate **Labor Market Analysis (LMA)**. This course provides **HR** and strategy professionals with the tools to systematically research, analyze, and interpret key labor market data, including supply, demand, compensation trends, and demographic shifts. Participants will learn how to forecast future talent shortages, benchmark external competitiveness, and use **LMA** to inform strategic workforce planning and organizational location decisions. Mastering these research techniques is crucial for gaining a competitive edge in talent attraction and retention.
Labor Market Analysis and Research
Human Resource Management and Talent Development
October 25, 2025
Introduction
Objectives
Upon completion of this course, participants will be able to:
- Define the core components of a **Labor Market Analysis (LMA)** (e.g., supply, demand, trends, demographics).
- Select and utilize appropriate research methodologies and data sources for effective **LMA**.
- Analyze compensation and benefits survey data to accurately benchmark external competitiveness.
- Forecast future talent supply and demand gaps based on macroeconomic trends and organizational strategy.
- Interpret key demographic, technological, and legislative factors impacting the local and global labor markets.
- Apply **LMA** findings to inform strategic workforce planning and talent pipelining decisions.
- Communicate complex labor market data effectively to executive leadership and influence strategy.
- Understand the role of **LMA** in supporting decisions related to organizational footprint and remote work strategies.
Target Audience
- HR Leaders and Directors responsible for strategic planning
- Compensation and Benefits Specialists
- Workforce Planning and Talent Acquisition Strategists
- Economists, Researchers, and Analysts focusing on human capital
- Business Development and Location Strategy Planners
Methodology
- Group exercises analyzing real-world compensation survey data and benchmarking a target role.
- Workshops on developing a talent supply and demand forecast for a specific skill set.
- Case studies demonstrating how **LMA** informed a major corporate location or relocation decision.
- Individual exercises designing a presentation slide deck summarizing complex labor market insights for an executive audience.
- Discussions on the ethical use of labor market data and competitive intelligence.
Personal Impact
- Mastery of advanced research and analytical techniques for labor market assessment.
- The ability to accurately forecast talent shortages and strategic labor risks.
- Increased personal credibility as a data-driven, strategic **HR** advisor.
- Enhanced skill in presenting complex economic and talent data to executive leadership.
- A foundational understanding of global and local compensation benchmarking best practices.
- Improved foresight in anticipating technological and demographic disruptions.
Organizational Impact
- Improved talent acquisition success rates and lower Time-to-Hire for critical roles.
- Optimization of compensation and benefits expenditures based on accurate market data.
- Reduced risk of strategic talent shortages through proactive workforce planning.
- More effective capital allocation and reduced risk in major organizational location decisions.
- A stronger, data-driven foundation for all human capital strategy and policy.
- Enhanced competitive advantage in the war for talent through informed decisions.
Course Outline
Unit 1: Foundations and Scope of Labor Market Analysis
Section 1: Defining the Market- Defining the scope and objectives of **LMA** (local, regional, global) for strategic decisions
- Key components of **LMA**: labor supply, labor demand, economic trends, and regulatory factors
- Understanding the relationship between **LMA** and internal workforce planning and succession planning
- Identifying and accessing reliable public and private sector labor market data sources
Unit 2: Research Methodologies and Data Analysis
Section 1: Quantitative and Qualitative Research- Techniques for analyzing quantitative data: unemployment rates, wage growth, migration patterns
- Mastering compensation survey analysis: aging, leveling, and blending survey data for accuracy
- Qualitative research methods: conducting employer interviews, industry expert panels, and focus groups
- Utilizing data visualization tools to clearly present complex labor market trends and relationships
Unit 3: Forecasting Supply and Demand Gaps
Section 1: Predictive Modeling- Applying statistical methods (e.g., regression analysis) to forecast future talent demand based on business growth
- Analyzing labor supply trends: educational outputs, retirement rates, and skill migration
- Identifying specific, high-risk talent gaps (e.g., specialized **IT**, engineering) that require long-term action
- Developing scenarios for potential labor market disruptions (e.g., automation, policy changes)
Unit 4: Strategic Application of LMA
Section 1: Informing Strategy- Using **LMA** to justify and set compensation strategy (e.g., leading vs. lagging the market)
- Informing talent acquisition strategy: where to focus sourcing efforts and employer branding
- The role of **LMA** in organizational location decisions (e.g., new office, manufacturing site)
- Applying **LMA** to develop effective retention strategies for high-demand roles
Unit 5: Communication and Continuous Monitoring
Section 1: Presenting Insights- Strategies for presenting complex **LMA** insights to C-suite and Board members concisely
- Translating market data into clear business impact and strategic recommendations
- Developing a continuous monitoring plan for tracking key labor market indicators
- Building an internal capability for in-house **LMA** and research for sustained competitive advantage
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