Procedure
Stakeholder Consultation
Necessary to get a complete picture of the unit, ensure an accurate focus, and obtain buy-in. Develop a communication plan: identify key messages and audiences, timing of messages, format and channels of communication
Strategic Analysis
An examination of:
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the unit's strategic plans
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any anticipated operational changes
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relevant external information
Demand Forecasting
Given the strategic analysis, estimate the skills, number, and type of employees for each.
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Understand current job rols and associated skills/capabilities
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Determine critical job roles
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Forecast skill demand
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Zero based: done w/o considering current number and skills in the role
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Forecast timeframe set upfront
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Need current data to check assumptions and conclusions
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Can be qualitative or quantitative
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Supply Forecasting
Forecast the workforce supply on the basis of internal and external workforce data.
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Internal: Based on historical trends, how many staff will leave (retirements, terminations) and how many are likely to remain over the forecase period?
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External: Market data -- employment rates, graduation rates, demographic profiles
Gap Analysis and Strategy Development
Bridge any demand-supply gaps between "need" and "have." Forecast when strategies need to be implemented to address future needs.
Net Supply [Current Workforce - (Retirements + Separations)] - Workforce Demand = Workforce Gap (Shortage/Surplus)
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Where are the surpluses/shortages?
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Which are significant?
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What is driving the shortage/surplus?
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Is the gap bigger when you consider skill changes?
Focus on:
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Critical job roles
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Significant capability/skills gaps
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Significant staff deficit/surplus
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Significant turnover in key roles
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Workforce trends - age, turnover
Possible staffing actions:
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Internal movement (e.g., lateral moves, career paths)
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Deployment (e.g., cross-training, reassignment, job redesign)
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Development (e.g., training, job rotation, mentoring)
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Recruiting
Strategy Implementation
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Develop detailed action plans
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Identify targets for achievement
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Allocate resources d. Review dates
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Assign responsibility
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Determine and compile measures
This material is adapted from Workforce Planning Workshop, The Infohrm Group, Inc.