More and more, talent is the differentiator among organizations and their competitors.
However, managers aren’t sure exactly what kind of people they need to give them that competitive edge or how their current staffing line-ups fall short.
HR can’t do it alone. Strategic workforce planning (SWP) is an extension of the business planning process and business leadership is a crucial stakeholder and participant of the process.
Despite its importance, organizations struggle due to a lack of experience in developing strategic workforce plans. 46% of business leaders consider workforce planning a priority, however only 13% thought it was effective in their organization.
Impact and Result
The SWP process does not need to be onerous, especially with help from McLean & Company’s solid planning tools. With the right people involved (department leader, department management team, and HR) and enough time invested, developing an SWP will be easier than first thought and will definitely be time well spent.
The SWP is the product of a series of exercises that determine the gaps between the current talent in a department and the talent it requires to meet business objectives. The plan provides the high-level human resource direction that every department needs to align with strategic goals and objectives.
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