Strategic Workforce Planning3

1、strategic workforce planningsession 3 overview of the workforce planning process2a short overview of the “what: of workforce planning.3introduction to workforce planning first component of hrm strategy all other functional hr activities are derived from and flow out it basis in considerations of fut

2、ure hr requirements in light of present hr capabilities and capacities proactive in anticipating and preparing flexible responses to changing hr requirements both internal and external focus4introduction to workforce planning goes beyond simply hiring and firing involves planning for deployment in l

3、ine with organization and/or business unit strategy may involve: reassignment training and development outsourcing using temporary help or outside contractors needs as much flexibility as possible5definition of workforce planningworkforce planning is a systematic process for identifying the human ca

4、pital required to meet business goals and developing the strategies to meet these requirements.6why is workforce planning important? workforce age and diversity a shift toward higher-skilled knowledge worker jobs nb skilled is the emphasis increased competition for talent workers with changing value

5、s and expectations7workforce planning outcomes preventright employees with right skills in right places at right timesresponsive to changes in environment provide direction and coherence 8now an overview of the “how”9workforce planning outcomesstrategydata collectiondata analysisimplement10strategys

6、trategydata collectiondata analysisimplementstrategy assessmentreview strategy and operational plans for workforce implicationsestablish leadership commitment and resources, build teams, develop communicationplandevelop work plans and timelines11data collectionstrategydata collectiondata analysisimp

7、lementenvironmental scans and assessmentsconduct an environmentalscanconduct a swot analysisconduct a supply/demand analysis12data analysisstrategydata collectiondata analysisimplementgap analysisuse a competency assessment to compare current talent to future talent needsidentify staffing gaps and s

8、urpluses13implementationstrategydata collectiondata analysisimplementgap-closing strategiescompetency modelrecruitmentselectionretentionperformance managementprofessional developmentsuccession14lets unpack these elements.15strategystrategydata collectiondata analysisimplementstrategy assessmentrevie

9、w strategy and operational plans for workforce implicationsestablish leadership commitment and resources, build teams, develop communicationplandevelop work plans and timelines1617cost efficiencylong-term shareholder valuerevenue growthpriceavailabilitybrandservicequalityoperations management proces

10、seshuman capitalcustomermanagement processesinnovation processesregulatory and social processesorganization capitalinformation capitalfinancialcustomerinternal processlearning & growth18it is essentially a qualitative analysis - descriptive19in assessing your strategy:how each strategy will impact t

11、he workforcedifferent levels of the workforceissues20strategystrategydata collectiondata analysisimplementstrategy assessmentreview strategy and operational plans for workforce implicationsestablish leadership commitment and resources, build teams, develop communicationplandevelop work plans and tim

12、elines21the capacity and commitment trianglefocuscapacityownership22focusfinal deliverablesub deliverabletaskstaskstaskssub deliverablesub deliverable23ownershipinfluence decision makingknowledge and skillsunderstandinginformation24capacityone and only one person can be accountable. multiple people

13、can be responsible and certainly others can be informed and consulted. source: glen b alleman, (2007) responsibility assignment matrix, herding catshttp:/ retrieved 2/8/0825the communication journeyintentroadmapprogresssmall victoriesclosure 26in creating commitment etc: obtain support involve parti

14、es a sense of urgency facilitate conversations solicit feedback promote27strategystrategydata collectiondata analysisimplementstrategy assessmentreview strategy and operational plans for workforce implicationsestablish leadership commitment and resources, build teams, develop communicationplandevelo

15、p work plans and timelines28work plans29data collectionstrategydata collectiondata analysisimplementenvironmental scans and assessmentsconduct an environmentalscanconduct a swot analysisconduct a supply/demand analysis30environmental scan an environmental scan can be commonly defined as: an analysis

16、 and evaluation of internal conditions and external data and factors that affect the organization.31environmental scan toolkitfocus areatype of informationsourcesweb educationdemographicpoliticaleconomic/social/culturalgeographictechnological32internal scan toolkit33internal scan toolkit34organizati

17、onal climate1) do you know what is expected of you at work?2) do you have the materials and equipment to do your workright?3) at work, do you have the opportunity to do what you do bestevery day?4) in the last seven days, have you received recognition or praisefor doing good work?5) does your superv

18、isor, or someone at work, seem to care aboutyou as a person?6) is there someone at work who encourages your development?7) at work, do your opinions seem to count?8) does the mission/purpose of your company make you feel yourjob is important?9) are your associates (fellow employees) committed to doi

19、ngquality work?10) do you have a best friend at work?11) in the last six months, has someone at work talked to youabout your progress?12) in the last year, have you had opportunities to learn and grow?35cost of turnover36data collectionstrategydata collectiondata analysisimplementenvironmental scans

20、 and assessmentsconduct an environmentalscanconduct a swot analysisconduct a supply/demand analysis37why swot38data collectionstrategydata collectiondata analysisimplementenvironmental scans and assessmentsconduct an environmentalscanconduct a swot analysisconduct a supply/demand analysis39supply an

21、d demand analysis the supply/demand analysis pulls together data from a variety of sources to help you forecast future workforce needs.40supply and demand analysis the demand analysis identifies current and future workforce needs. a demand analysis must identify not only the numbers of staff needed,

22、 but also the competencies that are critical to successful job performance.41supply and demand analysis the supply analysis identifies your available staffing resources both now and in the future. a supply analysis focuses on both the workforce numbers and on workforce competencies42supply and deman

23、d analysis the supply analysis identifies your available staffing resources both now and in the future. a supply analysis focuses on both the workforce numbers and on workforce competencies43demand analysis focus policy changes/new initiatives: mandated regulatory changes planned growth/expansion ot

24、her factors affecting staffing44demand analysis focus45demand analysis focus46supply analysis focus47supply analysis focus48supply analysis focus49data analysisstrategydata collectiondata analysisimplementgap analysisuse a competency assessment to compare current talent to future talent needsidentify staffi