Strategic Workforce Planning Benefits:
- A workforce analytics approach:
- Understand the demographic, economic and technological trends that affect your workforce
- Understand the direction that current trends and behaviors are changing the business
- Identify and document mission-critical occupations and competencies
- Identify competency gaps between the current and future workforce
- Identify gap reduction strategies, i.e., make decisions about structuring and deploying the workforce to best support your financial objectives
- Understand the workforce needed to achieve your business strategy
- Forecasting and scenario modeling to supply information to make informed decisions about hiring, staffing, and training; and
- Human capital planning.
Workforce Planning Process
Many human resource professionals like the idea of workforce planning, but often it gets pushed aside in favor of more reactive work (like filling candidate requisitions). Overall, here are a few steps in how to do workforce planning:
- Review the current workforce supply: review the competencies or the employees presently available inside the organization to achieve business objectives.
- Analyze future workforce supply. Review current supply and add in any known variables (prior demand, known openings, attrition, performance review data) as well as unknown variables (transfers, terminations, competitive factors).
- Develop a demand forecast. Assess what competencies or employees will be required to achieve business objectives for a specified time in the future.
- Review the gaps. The gap is the sum of comparing current and future supply to demand forecasts. Gaps can be filled by transfers, acquiring talent externally, outsourcing, contracting, etc.
Contact us for an outline “Strategic Workforce Plan” that can be used to initiate your workforce plan.
|
