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Workforce Plan Action Plan

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					12/11/08 bfcc4d89-a766-4d94-a3e9-92814a4e5831.doc

DRAFT Detailed To-Be Processes: Workforce Planning
Activity Develop Affordability, Schedule, and Format
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Task
Determine affordability for workforce plans
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Detail
Business Unit Manager/Leader, Hiring Manager, and CFO determine the total available budget for staffing/headcount, which is based on bottom-up and top-down driven financial forecasts Approved financial forecasts serve as approval for workforce plans (WFP) HR Business Partner (HRBP), CFO, and Business Unit Manager/Leader determine specifics of monthly review schedule Business Unit Manager/Leader informs Hiring Manager of the schedule HRBP, Business Unit Manager/Leader, and Recruiting Manager agree on format components for WFP:  Level (officer, executive, etc.)  Geographical location  Job classification (general and specific such as engineer and RF engineer)  Employee classification  Number of people (including breakout for special groups such as college hires, interns, and co-ops)  Headcount timeframe (individual months for the next quarter and summarized totals for each of the next 2 quarters)  Business Unit Manager/Leader informs Hiring Manager of the agreed upon components  HRBP informs HRIS of the agreed upon components Planning units are defined by the HRBP, Business Unit Manager/Leader and CFO based on unit organization structure and may include:  Region  Country  Products  Functions  Executives  Directors  Additional levels as needed Planning units should go down to the Director level at a minimum Business Unit Manager/Leader, HRBP, Hiring Manager, and CFO review approved headcount affordability as a starting point for the development of forecasts Hiring Manager reviews actual headcount data which is prepopulated by HRIS in the Excel tool from PeopleSoft Hiring Manager, Business Unit Manager/Leader, and HRBP review the pipeline of sales activity and the business initiatives in progress to assess their potential impact on staffing

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Develop Affordability, Schedule, and Format

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Define user requirements with respect to schedule

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Develop Affordability, Schedule, and Format

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Define what format components are necessary for workforce plan templates

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Define Workforce Planning Units

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Define user requirements for planning units

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Develop Workforce Plan Develop Workforce Plan Develop Workforce Plan

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Review headcount affordability

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Review headcount data

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Review business objectives and sales funnel

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Human Capital Consulting

Kirk Podawiltz

Client

12/11/08 bfcc4d89-a766-4d94-a3e9-92814a4e5831.doc

DRAFT Detailed To-Be Processes: Workforce Planning
Activity Develop Workforce Plan
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Task
Review historical data
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Detail
HRBP and Hiring Manager review historical staffing statistics (e.g., attrition) to acquire a better understanding of key staffing trends and business unit-specific issues that should be reflected in the WFP Hiring Manager, Business Unit Manager/Leader, CFO, and HRBP discuss any expected increases or decreases in productivity that should be considered Hiring Manager populates workforce plan tool with forecast headcount based on collected data Business Unit Manager/Leader reviews the plan with the Hiring Manager and approves it Hiring Manager informs HRBP when it is approved HRBP identifies key stakeholders who need to receive the workforce plan HRBP sends copies of the workforce plan (via e-mail) to all of the key stakeholders Recruiter Manager provides updates on number of positions filled and anticipated pipeline of new hires (names and start dates) to Hiring Manager HRIS supplies actual headcount data from PeopleSoft Hiring Manager, HRBP, and Recruiting Manager discuss variances between projected needs and actual positions filled and develop alternate strategies as necessary to meet needs Hiring Manager, Business Unit Manager/Leader, CFO, HRBP, and Recruiting Manager repeat workforce plan development process and adjust it based on new information/key learnings:  Necessity for change in hiring strategy with no associated budget change  Unanticipated business with an associated budget change

Develop Workforce Plan Develop Workforce Plan Develop Workforce Plan Communicate Workforce Plan Communicate Workforce Plan Evaluate Progress and Adjust Workforce Plan as Necessary Evaluate Progress and Adjust Workforce Plan as Necessary Evaluate Progress and Adjust Workforce Plan as Necessary Evaluate Progress and Adjust Workforce Plan as Necessary

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Make assumptions about productivity improvements/ losses Populate workforce plan with forecasted number of positions Approve workforce plan

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Determine stakeholders for the workforce plan Communicate workforce plan to stakeholders each time workforce plan is updated Supply required information to evaluate workforce plan progress

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Populate workforce plan with actual numbers to view forecast versus actual Investigate significant variances and develop possible countermeasures Update workforce plan by repeating tasks associated with developing a workforce plan

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Human Capital Consulting

Kirk Podawiltz

Client


				
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Description: "To be" detailed workforce planning process for a large enterprise corporation. Defines action items, assigns accountability, and objectives for major stakeholders.