2013 Assessment questions Workforce Planning 
People Matters
JULY 24, 2025
With a forward-thinking approach and a strong focus on agility, resilience, and data-led decision-making, Micron has evolved into a case study in how strategic partnerships and thoughtful innovation can transform workforce operations. The company is pursuing end-to-end solutions that integrate AI into workforce planning and design.
Degreed
SEPTEMBER 27, 2024
In some cases, job profiles hadn’t been updated since 2013, fueled by inefficiencies in workforce planning and skill assessment. We’d spend a lot of time assessing people, understanding people, and then we threw away the receipts.” It’s about solving pragmatic problems,” Sheppard said. “It’s
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People Matters
JUNE 3, 2025
The proposal to raise Malaysia’s retirement age from 60 to 65 has ignited a nationwide debate, one that reaches far beyond policy and dives straight into the heart of intergenerational equity, workforce planning, and national resilience. What we need now is nuance – not noise. Enough is enough.”
Workforce Opportunity Services
OCTOBER 29, 2024
CLOSE Philip Curry joined WOS as Chief Financial Officer in March 2013. Patrick is a 27-year veteran of the United States Navy Submarine Force, retiring as a Senior Chief Petty Officer before joining the WOS team in February 2013. He is certified in a variety of assessment tools and methodologies.
Visier
MARCH 10, 2016
Studies show that the workforce is vital to the bottom line for healthcare organizations: 86% of healthcare executives say talent plays a critical role in determining their patient satisfaction scores. But what is HCAHPS exactly? So how can healthcare providers meet the demands of these new programs?
Visier
JUNE 26, 2018
This has been true as long as the workplace has existed, but what has changed is how fast technology is disrupting the way we live and work. Technology impacts all of us personally in how we communicate, make purchases, plan travel, find love, discover a great restaurant, or get a ride across town. How about in 10 years?
Visier
JANUARY 28, 2016
Here are the steps to achieving this: Identify your Retention Problem. Determine what ails your organization’s nurse retention by assessing what damage has already been done. Stay on top of how workforce dynamics, such as resignations, are impacting your patient readmission rates. Look for the symptoms.
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