Strategic Workforce Planning3

1、strategic workforce planning session 3 overview of the workforce planning process 2 a short overview of the “what: of workforce planning. 3 introduction to workforce planning first component of hrm strategy all other functional hr activities are derived from and flow out it basis in considerations o

2、f future 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 focus 4 introduction to workforce planning goes beyond simply hiring and firing involves planning for deployme

3、nt in line 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 possible 5 definition of workforce planning workforce planning is a systematic process for identifying th

4、e human capital required to meet business goals and developing the strategies to meet these requirements. 6 why 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 ch

5、anging values and expectations 7 workforce planning outcomes prevent right employees with right skills in right places at right times responsive to changes in environment provide direction and coherence 8 now an overview of the “how” 9 workforce planning outcomes strategy data collection data analys

6、is implement 10 strategy strategy data collection data analysis impleme nt strategy assessment review strategy and operational plans for workforce implications establish leadership commitment and resources, build teams, develop communicationplan develop work plans and timelines 11 data collection st

7、rategy data collection data analysis impleme nt environmental scans and assessments conduct an environmentalscan conduct a swot analysis conduct a supply/demand analysis 12 data analysis strategy data collection data analysis impleme nt gap analysis use a competency assessment to compare current tal

8、ent to future talent needs identify staffing gaps and surpluses 13 implementation strategy data collection data analysis impleme nt gap-closing strategies competency model recruitment selection retention performance management professional development succession 14 lets unpack these elements. 15 str

9、ategy strategy data collection data analysis impleme nt strategy assessment review strategy and operational plans for workforce implications establish leadership commitment and resources, build teams, develop communicationplan develop work plans and timelines 16 17 cost efficiency long-term sharehol

10、der value revenue growth priceavailabilitybrandservicequality operations management processes human capital customer management processes innovation processes regulatory and social processes organization capitalinformation capital financial customer internal process learning & growth 18 it is essent

11、ially a qualitative analysis - descriptive 19 in assessing your strategy: how each strategy will impact the workforce different levels of the workforce issues 20 strategy strategy data collection data analysis impleme nt strategy assessment review strategy and operational plans for workforce implica

12、tions establish leadership commitment and resources, build teams, develop communicationplan develop work plans and timelines 21 the capacity and commitment triangle focus capacityownership 22 focus final deliverable sub deliverable tasks tasks tasks sub deliverable sub deliverable 23 ownership influ

13、ence decision making knowledge and skills understanding information 24 capacity one and only one person can be accountable. multiple people can be responsible and certainly others can be informed and consulted. source: glen b alleman, (2007) responsibility assignment matrix, herding cats http:/ retr

14、ieved 2/8/08 25 the communication journey intent roadmap progress small victories closure 26 in creating commitment etc: obtain support involve parties a sense of urgency facilitate conversations solicit feedback promote 27 strategy strategy data collection data analysis impleme nt strategy assessme

15、nt review strategy and operational plans for workforce implications establish leadership commitment and resources, build teams, develop communicationplan develop work plans and timelines 28 work plans 29 data collection strategy data collection data analysis impleme nt environmental scans and assess

16、ments conduct an environmentalscan conduct a swot analysis conduct a supply/demand analysis 30 environmental scan an environmental scan can be commonly defined as: an analysis and evaluation of internal conditions and external data and factors that affect the organization. 31 environmental scan tool

17、kit focus areatype of information sourcesweb education demographic political economic/social /cultural geographic technological 32 internal scan toolkit 33 internal scan toolkit 34 organizational climate 1) do you know what is expected of you at work? 2) do you have the materials and equipment to do

18、 your work right? 3) at work, do you have the opportunity to do what you do best every day? 4) in the last seven days, have you received recognition or praise for doing good work? 5) does your supervisor, or someone at work, seem to care about you as a person? 6) is there someone at work who encoura

19、ges your development? 7) at work, do your opinions seem to count? 8) does the mission/purpose of your company make you feel your job is important? 9) are your associates (fellow employees) committed to doing quality work? 10) do you have a best friend at work? 11) in the last six months, has someone

20、 at work talked to you about your progress? 12) in the last year, have you had opportunities to learn and grow? 35 cost of turnover 36 data collection strategy data collection data analysis impleme nt environmental scans and assessments conduct an environmentalscan conduct a swot analysis conduct a

21、supply/demand analysis 37 why swot 38 data collection strategy data collection data analysis impleme nt environmental scans and assessments conduct an environmentalscan conduct a swot analysis conduct a supply/demand analysis 39 supply and demand analysis the supply/demand analysis pulls together da

22、ta from a variety of sources to help you forecast future workforce needs. 40 supply and demand analysis the demand analysis identifies current and future workforce needs. a demand analysis must identify not only the numbers of staff needed, but also the competencies that are critical to successful j

23、ob performance. 41 supply 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 competencies 42 supply and demand analysis the supply analysis identifies your available

24、 staffing resources both now and in the future. a supply analysis focuses on both the workforce numbers and on workforce competencies 43 demand analysis focus policy changes/new initiatives: mandated regulatory changes planned growth/expansion other factors affecting staffing 44 demand analysis focus 45 demand analysis focus 46 supply analysis focus 47 supply analysis focus 48 supply analysis focus 49 data analysis strategy data collection data analysis impleme nt gap analysis use a competency assessment to compare current talent to future talent needs identify staffing gaps and surpl