work force planing

What is Workforce Planning?
Workforce planning is the strategic alignment of an organization’s human capital with its business direction.
Or
Having the right person with the right skills in the right job at the right time.

It is also a methodical process of analyzing the current workforce, determining future needs, identifying gaps between the present and future, devising and implementingsolutions, and evaluating results.
The Overall Process
Strategic Planning
Workforce Analysis
Implementation
Evaluation

Strategic Planning
This is the forward-thinking phase where the organization and/or the workforce planner anticipates the workforce of the future based on directions defined in the organization’s strategic plan. This is the stage where the workforce planning projectis planned and defined in terms of scope, resources available, roles and responsibilities and leadership support.
Workforce Analysis
This is the point where data about the current workforce is collected and analyzed as well as the need for future staff and future skills sets is projected and contrasted to current capacity.
Implementation
This stage begins with the identification of strategiesto address whatever gaps or workforce-related issues have been identified in the workforce analysis phase. It progresses to include development of a plan to deliver/implement those strategies and concludes with the actual implementation.



Evaluation
This is the follow-up stage designed to assess the success of the strategies selected. It includes obtaining feedback from those affected bythe strategies, measuring the success of the strategies through monitoring systems established in the implementation phase, and revising the strategies and plan as necessary.

Methods of Resource Management
Strategic Staffing
Where are we going to get future employees?
Succession Planning
True succession planning involves competency identification and employee assessments, and a proactiveapproach to employee development by management to constantly ensure the leadership pipeline is filled with potential candidates.
Retention of institutional knowledge
Focusing on the critical positions where knowledge loss is the greatest threat.
Identifying and prioritizing the specific knowledge and skills at risk.
Developing concrete, actionable responses to mitigate this loss.
Retention,Turnover, and Retirement
Identifies and analyzes reasons for employee retention, turnover, and retirement to minimize the impact on organizational functionality.

Why should we do it?
Because the strategic plan says we have too.
Because we get to have more meetings.
Because it’s really, really, Fun.

The Average State Employee
Avg. Age 45.3
Avg. St Svc 10.7
Avg. Yrs 2 Ret 12
ShortTerm Reasons for Workforce Planning
Reductions in Force
Military Deployments
Immediate Retention and Turnover Issues
Legislation

What is Succession Planning?
A systematic effort and process of identifying and developing competencies for key leadership and professional positions in employees to ensure the continuity of management and leadership in an organization.
Succession Planning IsNot Replacement Planning
Replacement planning is typically reactive.
Replacement planning is compatible with and often overlaps succession planning.
Succession planning is proactive.
Succession Planning Is Not Pre-selection
Pre-selection involves choosing a successor without a formal interview or selection process.
Succession planning involves planned developmental activities for a groupof employees.

How does this help with short term problems?
U.S. Army Example
By identifying and developing competencies that are both job and leadership level specific, organizations are better prepared to align personnel in the event of unexpected shortages.

Reasons why Workforce Plans Fail
They are too ambitious.
Unprepared for the negative.
Ineffective internal movement.
Ignoring...