workforce planning best practices - spectrum organizational development
DESCRIPTION
This presentation was delivered as part of a conference hosted by Federated Press on Workforce Planning. The presentation contains the key elements required to build and implement an effective workforce plan in both the private and public sector. The presentation includes references to research reports conducted by IBM Global Research, and other key sources. The basis of the presentation is the Six Step Process to design, deliver and monitor an organization's Workforce Plan, and how to ensure it aligns with an organizations Strategic Plan and Operations Plan.TRANSCRIPT
Workforce Planning
Best PracticesKyle Couch
Workforce Planning
Workforce Planning Stats
89% of Best-in-Class organizations have strategic workforce planning
efforts in place
Workforce Planning Stats
72% of Industry Average and 59% of Laggard organizations take this kind of forward-looking view of workforce
plans
Know Your Timeframe
People
IBM CHRO Study
High Level Themes
Exposing the Gaps
Managing the Talent Supply Chain
Making the Right Connections?
Limited Use of Workforce Analytics
The Reality
Less than one-quarter of CHROs are using sophisticated analysis and
modeling to make decisions about the future.
Cultivating Creative Leaders
Mobilizing for Speed & Flexibility
Collective Intelligence
Workforce Planning
Organizational Value
Source of Workforce Data
How Good is Your Dashboard?
Workforce Planning Process
Step 1 – Access Planning Data & Plans
Workforce profile data Strategic plans
Operational and management plans Environmental scanning
Legislation/regulations/governance
Step 2 - Analyze Current Operations
Review budget/current financial situation
Identify current technology infrastructure/systems
Identify legislative and regulatory parameters
Review current policies and processes Workforce profile data
Review environmental factors
Step 3 – Scenario Planning & Forecasting
Identify probable scenarios based on future projects and trends
Review planning considerations relevant to the organization
Identify likely impacts on the workforce Identify future workforce supply and
demands Identify workforce gaps
Determine staff demand based on analysis of future projections and trends
Step 3 – Scenario Planning & Forecasting
Identify skills no longer required in the future due to changing organizational needs
Identify new skills required in the future to meet organizational goals
Review labour market trends and identify any issues associated with availability of
workers Identify critical jobs (ie those positions that
are difficult to recruit and/or difficult to retain staff)
Step 4 - Identify Planning Initiatives and Strategies
Recruitment and retention strategies Career development and
mentoring programs Staff engagement surveys
Succession planning Job redesign
Step 4 - Identify Planning Initiatives and Strategies
Review of policies and processes Identify and review new systems
and technology Budget planning
Pre-retirement contracts Post retirement employment for
academic staff to manage knowledge transfer
Step 5 - Implement workforce plan
Introduction of changes to technology and infrastructures
Process re-engineering and introduction of revised or new efficient processes and systems;
Introduction of changes to existing policies or development of new policies;
Staff training and development; Career development and mentoring programs, job
analysis and design; Attraction, retention and recruitment strategies, pre-
retirement contracts, succession planning, introduction of flexible staffing arrangements and staff
surveys.
Step 6 - Review and Evaluation
Review strategies and evaluate impact of changes (positive/negative)
Identify if further consultation is required with People and Culture
Identify if any policies/processes need further refinement
Review staff training and development requirements
Identify changes against business planning considerations and update workforce plan
accordingly.
Scan the Horizon Often
Long-Term Planning
Workforce Planning
Best PracticesKyle Couch