Workforce planning by yOKtFBj


									Workforce planning
    What is workforce
• Definitions
• “having the right people, in the right
  place, with the right capabilities at
  the right time”
• ‘determining and shaping the capacity
  and capability of the workforce that
  is needed to achieve an organisation’s
  goals, objectives and direction”
• Workforce planning is a tool that
  assists organizations and managers
  plan for the future, anticipate
  change, manage the workforce and
  meet business goals.
• It ensures that there is a proactive
  approach to future staffing needs
  avoiding situations of talent
  surpluses and shortages.
Advantages of workforce
• Ability to identify more effective and
  efficient use of people at work
• Effective planning of “demographics” of
  the workforce
• Proactive vs management by crisis or just
  in time.
• Proactive, responsive and flexible response
  to environmental changes.
• Develop alternative courses of action to
  different situations
      If we don’t plan….
• Adhoc and reactionary decision making
• Lack of necessary capabilities
• Operational goals that don’t match
  strategic goals
• Inability to attract and retain quality
• Underutilisation of staff
• Problems with succession planning
• Increased staffing costs
• Workforce which lacks diversity
• Assists in management and planning of
• Planning for skills development
• Target training expenditure to achieve
  value for money
• Better retention and turnover strategies
• Coordination of HR strategies in line with
  business goals
      Workforce planning
•   Workforce analysis
•   Forecast Future needs
•   Analyse the gaps
•   Develop strategies
•   Implement strategies
•   Monitor and evaluate
    Workforce analysis
• Clear understanding of organisation’s
  direction, strengths and weaknesses,
  internal and external factors
• Review organisation strategy and
  external environment
• Analyse internal and external labour
• EG
  Forecast future needs
• What is going to change that will
  affect service delivery and our
  capacity and capability to meet our
  service requirements.
• Eg You have just taken on a 10 year
  contract and the average age of our
  technical staff is 50.
•   Understand our future requirements
•   Identify our future competencies
•   Develop a forecasting model
•   Develop forecasting assumptions and
    scenario building.
        Analyse gaps
• Analyse and forecast the difference
  between the demand for labour to
  provide goods and services and the
  supply of labour to meet the
  projected demands.
     Analyse gaps cont
• At this stage we would identify the
  gaps and analyse the problems eg no
  experience in major infrastructure
  project management.
• This may mean prioritising work eg
  XXX project needs to be delayed
• Identify potential directions for
  action. Eg contracting out projects to
  firms with qualified staff.
    Develop strategies
• Here we plan for specific strategies
  and programs that will enable the
  organisation to develop and /or
  maintain a workforce that will be able
  to deliver the requirements of the
  organisation’s goals and objectives.
Specifically the organization will:
• Formulate staffing strategies
• Plan for this change in the
    What’s involved in
    workforce planning
• Conduct an environmental scan
• Review planning strategies, services,
  products,budget,benchmarking info
  and KPIs
• Identify critical staff capabilities
  required to meet KPIs
• Discuss forecasting impact in light of
  turnover , absenteeism, survey
  results etc
• Discuss Supply impact- do succession
  planning, retirement planning
• Develop capabilities matrix and
  redeployment strategies. Look at timing
  for gap closure
• Investigate current practices and how
  they can close gaps eg job design, flexible
  employment, development etc
• Identify new programs eg cadet program
  or improvements to existing systems
• Implement new HR programs or practices
• Evaluate results

To top