Your SlideShare is downloading. ×
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Workforce Planning - A Process
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Workforce Planning - A Process


Published on

Published in: Business, Technology
  • Be the first to comment

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide
  • Transcript

    • 1. Workforce Planning A Process Karen Arnold Kevin Williams
    • 2. Effective Workforce Plans
      • All share a 4-part theme:
      • Supply Analysis
      • Demand Analysis
      • Gap Analysis
      • Solution Development
    • 3. State of California Department of Personnel Administration Workforce Planning Model
    • 4. Step 1: Review Strategic Plan
      • Workforce planning identifies human resource needs and strategies for meeting those needs in order to ensure you achieve your strategic plan goals.
      • Step 1 provides the context and scope for your workforce planning efforts
    • 5. Context of the Workforce Plan
      • What impacts your efforts?
        • Direction of the agency – Strategic Plan
          • Customer expectations
          • Emerging developments in technology
          • New legislation
          • Changes in funding
          • Changes in external environment
    • 6. Scope of the Workforce Plan
      • Nature of Scope:
        • Individual key positions
        • Titles or title series
        • Occupations
      • Scale of Scope:
        • Single position
        • Program area or division
        • Agency as a whole
    • 7. Step 2: Identify Work Functions
      • Clearly identify the functions you will need to achieve the goals of the strategic plan (within the chosen scope)
        • Focus on the functions , not the people doing them
        • Start with a clear understanding of existing functions of the organization
    • 8. Step 3: Identify Staffing Requirements
      • Identify staff that will be needed to perform the functions within the scope. It includes:
        • The knowledge, skills, abilities (KSAs), and personal characteristics or competencies staff must have to be successful in performing each of the functions
        • The number of staff needed with each KSA or competency set
    • 9. Step 4: Project Workforce Supply
      • Profile your current work force (as defined by your scope), and determine what the supply will be after expected attrition:
        • Past actual attrition may or may not be an accurate predictor of future attrition; it is one variable to consider
        • Estimated attrition rates should be based on a number of variables, including demographic factors and historical patterns of attrition
    • 10. Step 4: Project Workforce Supply (Cont’d)
      • In order to project your workforce supply, calculate past attrition by:
        • Adding up the number of employees who left the agency and
        • dividing by the total number of employees
    • 11. Step 5: Analyze Workforce Gaps
      • Compare the expected staffing requirements (Step 3) with the projected supply (Step 4) and identify the gaps between the two:
      • The gaps will be mainly in these areas:
        • Inadequate supply of qualified people in jobs that will likely remain the same
        • Inadequate supply of people with the competencies to perform functions needed in the future
        • Excess staff performing obsolete or declining functions , or functions likely to be outsourced
    • 12. Step 6: Develop Priorities, Solutions and Implement
      • Develop potential solutions to meet staffing needs on your priority list and then implement the best solutions
      • Step 6 consists of three sub-steps:
        • Prioritize the areas with the most pressing needs
        • Identify solutions to close the gaps in these areas
        • Implement your solutions
    • 13. Step 7: Evaluate the Plan
      • To ensure that the workforce plan is effective on an on-going basis:
        • Assess what's working and what's not
        • Make needed adjustments to the plan and solutions
        • Address new workforce and organization issues that might occur
        • Establish how you will continue to monitor the plan
    • 15. Why Change Readiness?
      • Workforce Planning is a continuous, long term process because:
        • There are not enough people to fill the positions being vacated by the Baby Boomers
        • The estimate is that it will be about 15 years before there are enough people to fill available positions
      • As this is a long term and significant program you need to understand the readiness of your organization for the change
    • 16. Change Readiness
      • It is important to know where your organization is right now in order to develop an effective Workforce Program
      • There is not a right or wrong answer – there’s just what is so at the moment
      • Complete the Change Readiness Assessment and be prepared to discuss your thoughts with your neighbor
    • 17.