follow us on twitter: @nwemployers web: north west employers’ core objective is: “providing a...

Follow us on Twitter: @NWEmployersWeb: www.nwemployers.org.uk

North West Employers’ core objective is:

“providing a network of support, advice and consultancy services on all people matters”

I am here today as a representative associate of North West Employers.

North West Employers provide and broker events for authorities' very specific and diverse needs. Our aim is to help improve current skills and grow new ones by designing bespoke courses for councillors, officers, administrators and front line staff; to offering an extensive regional programme of events to meet individual and organisational needs. For more information on how we can help you ring Pat Wilson: 0161 214 7103, email: [email protected], visit our website or follow us via Twitter below.

We very much hope you find today’s event of value and look forward to any feedback you may have.


Supporting the Workforce Planning Process

8th September 2011


Aim

To assist HR or other staff to develop an overall understanding of the process and to enable them to support managers who will be developing workforce plans.


ObjectivesObjectives

At the end of the workshop participants will have:- • Explored and built an understanding of the workforce

planning process• Identified and discussed issues and questions in

relation to workforce planning and how to assist managers to resolve these issues

• Clarified roles and responsibilities within the process• Considered strategies to support colleagues• Shared good ideas/ good practice • Identified sources of additional information and

support• Produced actions plans for taking the learning

forward.


ContentWhat is it? DefinitionsWhy do it? Drivers/Benefits/FitWorkforce Planning in your AuthorityHow to do it? A processWhat issues does it raise? Points to considerWhere can I access further information and

support?What do I need to do now?


Definitions“Workforce Planning is the process of ensuring

that a business has the right number of employees; with the right knowledge, skills and behaviours in the right place at the right time” (IRS Employment Review 790).

“Workforce Planning is about trying to predict the future demand for different types of staff and seeking to match this with supply” (Developing the NHS Workforce).

“A process in which an organisation attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet that demand” (Reilly 1996).


Workforce Planning –What is it?

Identification of future service shape

+ Future skill, knowledge and job

requirements+

Current workforce situation


Exercise

Why should we undertake Workforce Planning?

What is driving the process?


Why do it?

Political and policy changeLabour Market changeDemographic and social

changeTechnological change


Political and policy change

Examples:• Economic drivers• “Right to provide”• Choice for service users (personalisation agenda)


Labour Market – The Local Government Workforce

Local Government workforce is generally older than that of the whole economy

Average sickness absence rate in Local Government is just over 10 days per employee per year which compares to a whole economy figure of 6.6 days per annum ( 2010)

Shift towards more P/T workingTransfer of staff to other organisations

(TUPE)


Demographic and Social Change

Rapidly changing global economyAgeing and increasingly diverse

populationGrowing expectations of

responsivenessEnvironmental pressures


Technological Change

The content of the ww web doubles every 90 days

Number of years to reach 50 million users

Radio 38 yearsTelevision 18 yearsCable 12 yearsThe web 5 years

Mobile Phone 2 years


Exercise

What do you consider will be the benefits of effective workforce planning for your organisation?


NWE Template • Starting the journey• Identification of future needs• Assessment of current situation• Planning for action• Implementation• Review and evaluation


Your template

What template is being used in your Authority?


1. Starting the journey

• Who is responsible for workforce planning?• Have the key drivers been identified?• Is there commitment and underpinning skills and

resources?• Is this carried out with partners- internal and

external?• How do the workforce planning processes link

with other processes e.g. financial planning?• Do you have an effective change management

process?


2. Identification of Future Needs

Exercise

What options can you identify for the provision of HR

services in your authority in 2016?


2 Identification ofFuture Needs

Managers will need to identify:-

Corporate visionImpact of future Central Government Initiatives/

other external driversKey objectives for their service area Planned major changesPredicted workforce profile in 5 / 10 yearsFuture fundingDemographic changes that could impact on

servicesWorkforce risks


3. Assessment of current situation

Data collection – Exercise • What information do you

currently have – both people and performance?

• How is it be collected and collated?

• What issues do you have about workforce data?


Current position

Remember , this is not just a data collection exercise. It is the analysis of that information that is critical to the process.


3. Assessment of CurrentSituation

Numbers of staff part time/full time/ agency & costs

Age /gender/ethnicity/disability etc.Turnover / absence/ overtimeQualifications/ skillsCurrent labour market trends / e.g

shortagesWorkforce risksPerformance data


4. Planning for action

Compare the information from Stages 2 and 3

Identify the implications for staffingSet the priorities (with partners)Develop the strategy and action planEnsure ongoing employee

engagementDevelop workforce strategyDevelop action plan


Exercise

What opportunities/activities are available to you to “fill the gap”? i.e. manage the workforce implications


Planning for action

Some examples:-

Provide greater work flexibilityOutsourceJob redesign and remodellingEnhance promotion opportunities for internal

staffExtend sources of recruitmentProcess redesign and remodellingSuccession planning/talent managementDevelop skills of current staffPartnership delivery


5. Implementation

Mainstream workforce planning processes

Regular review of progressEvidence that solutions are having

desired impact/corrective actions taken

Regular risk assessmentProactive governance


6. Review and evaluation

Evidence based approach to review and evaluation

Update key driversProcess and plan in place to

update workforce strategy and plan

Share good practiceCelebrate success


Useful Support Information

Internal – E.g. Business Planning Support Teams,

HR and OD Teams, Finance and IT Teams External

www.idea.gov.uk ( LGID)www.audit-commission.gov.ukwww.lge.gov.ukwww.lga.gov.ukwww.improvementnetwork.gov.ukwww.nwemployers.org.uk


Issues

What issues does the whole process raise for you?


Possible issues

Will your managers seek your support when writing their plans?

Do you have sufficient knowledge to provide the right level of support?

Are you adequately skilled to provide this support (e.g. internal consultancy skills)?

How can you influence changes to ineffective or outdated policies and processes?

How can a seamless support service be provided?


What do I need to do now?

What stage are you in the process?

How will you plan to do what is required?

What resources will you need to commit to this?

What impact will this have on your other priorities?


Thoughts?/Comments Questions?


Contact Details:

Pat WilsonNorth West Employers

6th Floor, Delphian HouseRiverside

New Bailey StreetManchester M3 5AP

Tel: 0161 214 7103Fax: 0161 831 7268

Email: [email protected]: www.nwemployers.org.uk

Twitter: @NWEmployers

follow us on twitter: @nwemployers web: north west employers’ core objective is: “providing a...

Documents

nwemployers web

workforce planning process

definitions workforce

workforce plans

nhs workforce

right knowledge

future demand

network of support