What is Workforce Planning? Workforce Planning is: forecasting demand and supply in relation to the workforce in line with business needs identifying gaps in the workforce in terms of skills and developing strategies to correct these gaps achieving optimum numbers of appropriately skilled staff and developing strategies to arrive at the required numbers of staff
Business Planning Process Integrating the workforce planning process into the business planning process: Using the business planning process to identify external and internal environments that are impacting on the workforce. Through the SWOT process, identify strengths and weaknesses of our workforce and external opportunities and threats that may impact on the workforce. Undertake scenario planning to improve and develop a desired workforce in line with current and future business objectives.
Determine the Human Resource Needs Identify what is the forecasted project/service/activity. Identify the timeframe of the project/service/activity. Identify the location. What is the forecast budget/revenue. Identify what job functions are required. What skills and experience is required for each project/ service/activity.
Define Existing Human Resources Identify the existing business units human resources – job function, experience, skills and competencies. Define existing workforce characteristics in the areas of: ٥Age demographics ٥End of pay leave balances (recreation, LSL) ٥Promotions/transfer/turnover ٥Employment status (permanent, temporary, casual) ٥Number of traineeship, apprenticeship and graduates
Determine Human Resource Gap Analyse/compare the Workforce “Demand” and Workforce “Existing Supply” information. Identify the key areas of difference, eg. ٥skill deficiency ٥surplus/shortage of staff ٥movements in workforce trends ٥at risk occupations due to limited work availability
Develop Strategies/ Action Plans Identify key workforce planning issues and characteristics through management/operational reports. Develop a range of strategies/activities that can be implemented to eliminate/reduce each of the differences/gaps, eg. ٥training ٥coaching/mentoring ٥job rotation ٥recruitment ٥Section 70 contracts
Scenario 1 As a Business Manager you have just gone through the process of identifying your forecast demand and existing employees. The gap analysis showed that you have three surplus permanent employees whose current skills are not reflected as a business requirement for the future. What strategies would you implement to ensure that these employees are not disadvantaged through this change process?
Scenario 2 The gap analysis showed that your workforce’s age profile is a concern. In the next two years, five of your experienced staff are due to retire. You know this by word of mouth from them. What strategies would you adopt to ensure that their skills and knowledge are retained and who could replace them?
Operational Workforce Planning Process 1.Identify the major and minor projects/customers with current and forecasted revenue earnings (% of growth, steady or % of decline). 2.Identify the Products Trend with current and forecasted revenue earnings (% of growth, steady, % of decline). 3.Conduct a staff requirements analysis. Identify if staff requirements are (A) Adequate, (S) Surplus, (D) Deficient. 4.Conduct a staff skills, capabilities, experience and competency analysis. Identify if staff skills are (B) Beginner, (C) Competent, (E) Experienced/Advanced. 5.Conduct a staff skills, capabilities, experience and competency analysis. Identify if staff skills are (B) Beginner, (C) Competent, (E) Experienced/Advanced.