Strategic Workforce Planning-3

StrategicWorkforcePlanning Session3OverviewoftheWorkforcePlanningProcess 2 Ashortoverviewofthe What ofWorkforcePlanning 3 IntroductiontoWorkforcePlanning FirstcomponentofHRMstrategyAllotherfunctionalHRactivitiesarederivedfromandflowoutitBasisinconsiderationsoffutureHRrequirementsinlightofpresentHRcapabilitiesandcapacitiesProactiveinanticipatingandpreparingflexibleresponsestochangingHRrequirementsBothinternalandexternalfocus 4 IntroductiontoWorkforcePlanning GoesbeyondsimplyhiringandfiringInvolvesplanningfordeploymentinlinewithorganizationand orbusinessunitstrategyMayinvolve ReassignmentTraininganddevelopmentOutsourcingUsingtemporaryhelporoutsidecontractorsNeedsasmuchflexibilityaspossible 5 DefinitionofWorkforcePlanning Workforceplanningisasystematicprocessforidentifyingthehumancapitalrequiredtomeetbusinessgoalsanddevelopingthestrategiestomeettheserequirements 6 WhyIsWorkforcePlanningImportant WorkforceageanddiversityAshifttowardhigher skilled knowledgeworker jobs NBSkilledistheemphasisIncreasedcompetitionfortalentWorkerswithchangingvaluesandexpectations 7 WorkforcePlanningOutcomes PreventoverstaffingandunderstaffingEnsureorganizationhasrightemployeeswithrightskillsinrightplacesatrighttimesEnsureorganizationisresponsivetochangesinenvironmentProvidedirectionandcoherencetoallHRactivitiesandsystems 8 Nowanoverviewofthe How 9 WorkforcePlanningOutcomes 10 Strategy STRATEGYASSESSMENTReviewstrategyandoperationalplansforworkforceimplicationsEstablishleadershipcommitmentandresources buildteams developcommunicationplanDevelopworkplansandtimelines 11 DataCollection ENVIRONMENTALSCANSANDASSESSMENTSConductanEnvironmentalScanConductaSWOTAnalysisConductaSupply DemandAnalysis 12 DataAnalysis GAPANALYSISUseaCompetencyAssessmenttocomparecurrenttalenttofuturetalentneedsIdentifystaffinggapsandsurpluses 13 Implementation GAP CLOSINGSTRATEGIESCompetencyModelRecruitmentSelectionRetentionPerformanceManagementProfessionalDevelopmentSuccession 14 Letsunpacktheseelements 15 Strategy STRATEGYASSESSMENTReviewstrategyandoperationalplansforworkforceimplicationsEstablishleadershipcommitmentandresources buildteams developcommunicationplanDevelopworkplansandtimelines 16 17 18 ItIsEssentiallyAQualitativeAnalysis Descriptive 19 InAssessingYourStrategy IdentifyhoweachstrategywillimpacttheworkforceThinkabouthowstrategieswillimpactthedifferentlevelsoftheworkforceKeepinmindhowyourworkforcewillbeaffectedinthefunctionalareasDeterminewhichworkforceissuesyouneedtoaddressinordertoachievethestrategicobjectives 20 Strategy STRATEGYASSESSMENTReviewstrategyandoperationalplansforworkforceimplicationsEstablishleadershipcommitmentandresources buildteams developcommunicationplanDevelopworkplansandtimelines 21 TheCapacityandCommitmentTriangle 22 Focus 23 Ownership 24 Capacity Oneandonlyonepersoncanbeaccountable Multiplepeoplecanberesponsibleandcertainlyotherscanbeinformedandconsulted Source GlenBAlleman 2007 ResponsibilityAssignmentMatrix HerdingCats 25 TheCommunicationJourney 26 InCreatingCommitmentetc ObtainsupportfortheWFPprocess InvolvepartiesintheWFPprocess CreateasenseofurgencyaboutimplementingWFP FacilitateconversationsaboutWFP SolicitfeedbackabouttheWFPprocess Promotedesiredbehaviors organizationalvaluesandculture 27 Strategy STRATEGYASSESSMENTReviewstrategyandoperationalplansforworkforceimplicationsEstablishleadershipcommitmentandresources buildteams developcommunicationplanDevelopworkplansandtimelines 28 WorkPlans Guidelinedoc1 29 DataCollection ENVIRONMENTALSCANSANDASSESSMENTSConductanEnvironmentalScanConductaSWOTAnalysisConductaSupply DemandAnalysis 30 EnvironmentalScan AnEnvironmentalScancanbecommonlydefinedas ananalysisandevaluationofinternalconditionsandexternaldataandfactorsthataffecttheorganization 31 EnvironmentalScanToolkit 32 InternalScanToolkit Guidelinedoc2SampleExitinterviews 33 InternalScanToolkit WebTools 34 OrganizationalClimate 1 Doyouknowwhatisexpectedofyouatwork 2 Doyouhavethematerialsandequipmenttodoyourworkright 3 Atwork doyouhavetheopportunitytodowhatyoudobesteveryday 4 Inthelastsevendays haveyoureceivedrecognitionorpraisefordoinggoodwork 5 Doesyoursupervisor orsomeoneatwork seemtocareaboutyouasaperson 6 Istheresomeoneatworkwhoencouragesyourdevelopment 7 Atwork doyouropinionsseemtocount 8 Doesthemission purposeofyourcompanymakeyoufeelyourjobisimportant 9 Areyourassociates fellowemployees committedtodoingqualitywork 10 Doyouhaveabestfriendatwork 11 Inthelastsixmonths hassomeoneatworktalkedtoyouaboutyourprogress 12 Inthelastyear haveyouhadopportunitiestolearnandgrow 35 CostofTurnover 36 DataCollection ENVIRONMENTALSCANSANDASSESSMENTSConductanEnvironmentalScanConductaSWOTAnalysisConductaSupply DemandAnalysis 37 WhySWOT Aneasywaytounderstandthebigpicturewithregardtoworkforceissues 38 DataCollection ENVIRONMENTALSCANSANDASSESSMENTSConductanEnvironmentalScanConductaSWOTAnalysisConductaSupply DemandAnalysis 39 SupplyandDemandAnalysis TheSupply DemandAnalysispullstogetherdatafromavarietyofsourcestohelpyouforecastfutureworkforceneeds 40 SupplyandDemandAnalysis TheDemandAnalysisidentifiescurrentandfutureworkforceneeds ADemandAnalysismustidentifynotonlythenumbersofstaffneeded butalsothecompetenciesthatarecriticaltosuccessfuljobperformance 41 SupplyandDemandAnalysis TheSupplyAnalysisidentifiesyouravailablestaffingresources bothnowandinthefuture ASupplyAnalysisfocusesonboththeworkforcenumbersandonworkforcecompetencies 42 SupplyandDemandAnalysis TheSupplyAnalysisidentifiesyouravailablestaffingresources bothnowandinthefuture ASupplyAnalysisfocusesonboththeworkforcenumbersandonworkforcecompetencies 43 DemandAnalysisFocus PolicyChanges NewInitiatives MandatedRegulatoryChangesPlannedGrowth ExpansionOtherFactorsAffectingStaffing 44 DemandAnalysisFocus Guidelinedoc3Samplestaffingassessment 45 DemandAnalysisFocus Guidelinedoc4Samplecompetencyassessment 46 SupplyAnalysisFocus 47 SupplyAnalysisFocus Guidelinedoc5Samplestaffingassessment 48 SupplyAnalysisFocus Guidelinedoc6Samplecompetencyassessment 49 DataAnalysis GAPANALYSISUseaCompetencyAssessmenttocomparecurrenttalenttofuturetalentneedsIdentifystaffi