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Workforce Planning Best Practices - Spectrum Organizational Development
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Workforce Planning Best Practices - Spectrum Organizational Development

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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 …

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.

Published in: Business, Technology

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  • 1. Workforce Planning Best Practices Kyle Couch
  • 2. Workforce Planning
  • 3. Workforce Planning Stats  89% of Best-in-Class organizations have strategic workforce planning efforts in place
  • 4. Workforce Planning Stats 72% of Industry Average and 59% of Laggard organizations take this kind of forward-looking view of workforce plans 
  • 5. Know Your Timeframe
  • 6. People
  • 7. IBM CHRO Study
  • 8. High Level Themes
  • 9. Exposing the Gaps
  • 10. Managing the Talent Supply Chain
  • 11. Making the Right Connections?
  • 12. Limited Use of Workforce Analytics
  • 13. The Reality Less than one-quarter of CHROs are using sophisticated analysis and modeling to make decisions about the future. 
  • 14. Cultivating Creative Leaders
  • 15. Mobilizing for Speed & Flexibility
  • 16. Collective Intelligence
  • 17. Workforce Planning
  • 18. Organizational Value
  • 19. Source of Workforce Data
  • 20. How Good is Your Dashboard?
  • 21. Workforce Planning Process
  • 22. Step 1 – Access Planning Data & Plans Workforce profile data  Strategic plans  Operational and management plans  Environmental scanning  Legislation/regulations/governance 
  • 23. 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 
  • 24. 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   
  • 25. 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) 
  • 26. Step 4 - Identify Planning Initiatives and Strategies  Recruitment and retention strategies  Career development and mentoring programs  Staff engagement surveys  Succession planning  Job redesign
  • 27. 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  
  • 28. 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, preretirement contracts, succession planning, introduction of flexible staffing arrangements and staff surveys. 
  • 29. 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.
  • 30. Scan the Horizon Often
  • 31. Long-Term Planning
  • 32. Workforce Planning Best Practices Kyle Couch

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