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Strategic Workforce Planning Session 3  Overview of the Workforce Planning Process
A short overview of the “What: of Workforce Planning..
Introduction to Workforce Planning <ul><ul><ul><li>First component  of HRM strategy </li></ul></ul></ul><ul><ul><ul><li>Al...
Introduction to Workforce Planning <ul><ul><ul><li>Goes  beyond simply hiring and firing </li></ul></ul></ul><ul><ul><ul><...
Definition of Workforce Planning <ul><li>Workforce planning is a systematic process for  identifying the human capital req...
Why Is Workforce Planning Important? <ul><li>Workforce age and  diversity </li></ul><ul><li>A shift toward higher-skilled ...
Workforce Planning Outcomes <ul><li>Prevent  overstaffing and understaffing </li></ul><ul><li>Ensure organization has  rig...
Now an overview of the “How”…
Workforce Planning Outcomes
Strategy STRATEGY ASSESSMENT Review strategy and operational plans for workforce implications   Establish leadership commi...
Data Collection ENVIRONMENTAL SCANS AND ASSESSMENTS   Conduct an Environmental Scan   Conduct a SWOT Analysis   Conduct a ...
Data Analysis GAP ANALYSIS   Use a Competency Assessment to compare current talent to future talent needs   Identify staff...
Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Profes...
Lets unpack these elements..
Strategy
Cost Efficiency Long-term Shareholder Value Revenue Growth Price Availability Brand Service Quality Operations  Management...
It Is Essentially A Qualitative Analysis - Descriptive
In Assessing Your Strategy: <ul><li>Identify  how each strategy will impact the workforce </li></ul><ul><li>Think about ho...
Strategy
The Capacity and Commitment Triangle
Focus
Ownership
Capacity One and only one person can be  accountable . Multiple people can be responsible and certainly others can be info...
The Communication Journey
In Creating Commitment etc: <ul><li>Obtain support  for the WFP process. </li></ul><ul><li>Involve parties  in the WFP pro...
Strategy
Work Plans
Data Collection
Environmental Scan <ul><li>An Environmental Scan can be commonly defined as: </li></ul><ul><ul><ul><li>an  analysis and ev...
Environmental Scan Toolkit Focus Area Type of Information Sources Web  Education Demographic Political Economic/Social/Cul...
Internal Scan Toolkit
Internal Scan Toolkit
Organizational Climate 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do yo...
Cost of Turnover
Data Collection
Why SWOT
Data Collection
Supply and Demand Analysis <ul><li>The Supply/Demand Analysis  pulls together data from a variety of sources to help you f...
Supply and Demand Analysis <ul><li>The Demand Analysis identifies current and future workforce needs. A Demand Analysis mu...
Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the ...
Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the ...
Demand Analysis Focus <ul><li>Policy Changes/New Initiatives : </li></ul><ul><li>Mandated Regulatory Changes   </li></ul><...
Demand Analysis Focus
Demand Analysis Focus
Supply Analysis Focus
Supply Analysis Focus
Supply Analysis Focus
Data Analysis
Current and Future Talent Needs
Gap Analysis Competency Sheet
Data Analysis GAP ANALYSIS   Use a Competency Assessment to compare current talent to future talent needs   Identify staff...
Staffing Gaps and Surpluses
Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Profes...
Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Profes...
Gap Closing Strategies <ul><li>Competency Model </li></ul><ul><li>  Recruitment </li></ul><ul><li>  Selection </li></ul><u...
Strategic HR Planning anf Talent Mgt 3
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Transcript of "Strategic HR Planning anf Talent Mgt 3"

  1. 1. Strategic Workforce Planning Session 3 Overview of the Workforce Planning Process
  2. 2. A short overview of the “What: of Workforce Planning..
  3. 3. Introduction to Workforce Planning <ul><ul><ul><li>First component of HRM strategy </li></ul></ul></ul><ul><ul><ul><li>All other functional HR activities are derived from and flow out it </li></ul></ul></ul><ul><ul><ul><li>Basis in considerations of future HR requirements in light of present HR capabilities and capacities </li></ul></ul></ul><ul><ul><ul><li>Proactive in anticipating and preparing flexible responses to changing HR requirements </li></ul></ul></ul><ul><ul><ul><li>Both internal and external focus </li></ul></ul></ul>
  4. 4. Introduction to Workforce Planning <ul><ul><ul><li>Goes beyond simply hiring and firing </li></ul></ul></ul><ul><ul><ul><li>Involves planning for deployment in line with organization and/or business unit strategy </li></ul></ul></ul><ul><ul><ul><li>May involve: </li></ul></ul></ul><ul><ul><ul><ul><li>Reassignment </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Training and development </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Outsourcing </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Using temporary help or outside contractors </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Needs as much flexibility as possible </li></ul></ul></ul></ul>
  5. 5. Definition of Workforce Planning <ul><li>Workforce planning is a systematic process for identifying the human capital required to meet business goals and developing the strategies to meet these requirements . </li></ul>
  6. 6. Why Is Workforce Planning Important? <ul><li>Workforce age and diversity </li></ul><ul><li>A shift toward higher-skilled &quot;knowledge worker&quot; jobs – NB Skilled is the emphasis </li></ul><ul><li>Increased competition for talent </li></ul><ul><li>Workers with changing values and expectations </li></ul>
  7. 7. Workforce Planning Outcomes <ul><li>Prevent overstaffing and understaffing </li></ul><ul><li>Ensure organization has right employees with right skills in right places at right times </li></ul><ul><li>Ensure organization is responsive to changes in environment </li></ul><ul><li>Provide direction and coherence to all HR activities and systems </li></ul>
  8. 8. Now an overview of the “How”…
  9. 9. Workforce Planning Outcomes
  10. 10. Strategy STRATEGY ASSESSMENT Review strategy and operational plans for workforce implications   Establish leadership commitment and resources, build teams, develop communication plan   Develop work plans and timelines
  11. 11. Data Collection ENVIRONMENTAL SCANS AND ASSESSMENTS   Conduct an Environmental Scan   Conduct a SWOT Analysis   Conduct a Supply/Demand Analysis
  12. 12. Data Analysis GAP ANALYSIS   Use a Competency Assessment to compare current talent to future talent needs   Identify staffing gaps and surpluses
  13. 13. Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Professional Development Succession
  14. 14. Lets unpack these elements..
  15. 15. Strategy
  16. 16.
  17. 17. Cost Efficiency Long-term Shareholder Value Revenue Growth Price Availability Brand Service Quality Operations Management Processes Human Capital Customer Management Processes Innovation Processes Regulatory and Social Processes Organization Capital Information Capital Financial Customer Internal Process Learning & Growth
  18. 18. It Is Essentially A Qualitative Analysis - Descriptive
  19. 19. In Assessing Your Strategy: <ul><li>Identify how each strategy will impact the workforce </li></ul><ul><li>Think about how strategies will impact the different levels of the workforce </li></ul><ul><li>Keep in mind how your workforce will be affected in the functional areas </li></ul><ul><li>Determine which workforce issues you need to address in order to achieve the strategic objectives. </li></ul>
  20. 20. Strategy
  21. 21. The Capacity and Commitment Triangle
  22. 22. Focus
  23. 23. Ownership
  24. 24. Capacity One and only one person can be accountable . Multiple people can be responsible and certainly others can be informed and consulted. Source: Glen B Alleman, (2007) Responsibility Assignment Matrix , Herding Cats http://herdingcats.typepad.com/my_weblog/2007/02/responsibility_.html retrieved 2/8/08
  25. 25. The Communication Journey
  26. 26. In Creating Commitment etc: <ul><li>Obtain support for the WFP process. </li></ul><ul><li>Involve parties in the WFP process. </li></ul><ul><li>Create a sense of urgency about implementing WFP. </li></ul><ul><li>Facilitate conversations about WFP. </li></ul><ul><li>Solicit feedback about the WFP process. </li></ul><ul><li>Promote desired behaviors, organizational values and culture. </li></ul>
  27. 27. Strategy
  28. 28. Work Plans
  29. 29. Data Collection
  30. 30. Environmental Scan <ul><li>An Environmental Scan can be commonly defined as: </li></ul><ul><ul><ul><li>an analysis and evaluation of internal conditions and external </li></ul></ul></ul><ul><ul><ul><li>data and factors that affect the organization. </li></ul></ul></ul>
  31. 31. Environmental Scan Toolkit Focus Area Type of Information Sources Web Education Demographic Political Economic/Social/Cultural Geographic Technological
  32. 32. Internal Scan Toolkit
  33. 33. Internal Scan Toolkit
  34. 34. Organizational Climate 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do your work right? 3) At work, do you have the opportunity to do what you do best every day? 4) In the last seven days, have you received recognition or praise for doing good work? 5) Does your supervisor, or someone at work, seem to care about you as a person? 6) Is there someone at work who encourages your development? 7) At work, do your opinions seem to count? 8) Does the mission/purpose of your company make you feel your job is important? 9) Are your associates (fellow employees) committed to doing quality work? 10) Do you have a best friend at work? 11) In the last six months, has someone at work talked to you about your progress? 12) In the last year, have you had opportunities to learn and grow?
  35. 35. Cost of Turnover
  36. 36. Data Collection
  37. 37. Why SWOT
  38. 38. Data Collection
  39. 39. Supply and Demand Analysis <ul><li>The Supply/Demand Analysis pulls together data from a variety of sources to help you forecast future workforce needs. </li></ul>
  40. 40. Supply and Demand Analysis <ul><li>The Demand Analysis identifies current and future workforce needs. A Demand Analysis must identify not only the numbers of staff needed, but also the competencies that are critical to successful job performance. </li></ul>
  41. 41. Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the future. A Supply Analysis focuses on both the workforce numbers and on workforce competencies </li></ul>
  42. 42. Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the future. A Supply Analysis focuses on both the workforce numbers and on workforce competencies </li></ul>
  43. 43. Demand Analysis Focus <ul><li>Policy Changes/New Initiatives : </li></ul><ul><li>Mandated Regulatory Changes </li></ul><ul><li>Planned Growth/Expansion </li></ul><ul><li>Other Factors Affecting Staffing </li></ul>
  44. 44. Demand Analysis Focus
  45. 45. Demand Analysis Focus
  46. 46. Supply Analysis Focus
  47. 47. Supply Analysis Focus
  48. 48. Supply Analysis Focus
  49. 49. Data Analysis
  50. 50. Current and Future Talent Needs
  51. 51. Gap Analysis Competency Sheet
  52. 52. Data Analysis GAP ANALYSIS   Use a Competency Assessment to compare current talent to future talent needs   Identify staffing gaps and surpluses
  53. 53. Staffing Gaps and Surpluses
  54. 54. Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Professional Development Succession
  55. 55. Implementation GAP-CLOSING STRATEGIES   Competency Model   Recruitment   Selection Retention Performance Management Professional Development Succession
  56. 56. Gap Closing Strategies <ul><li>Competency Model </li></ul><ul><li>  Recruitment </li></ul><ul><li>  Selection </li></ul><ul><li>Retention </li></ul><ul><li>Performance Management </li></ul><ul><li>Professional Development </li></ul><ul><li>Succession </li></ul>
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