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1. Strategic Human
Resource
Planning
Process
Your Company Name

2. 09:00 am to 10:00 am
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Agenda
10:00 am to 11:00 am
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11:00 am to 12:00 pm
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12:00 pm to 1:00 pm
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1:00 pm to 2:00 pm
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2

3. Organization Development- Strategic Workforce Planning
3
Organizational
Design And Structure
Performance
Management
High Potential
Employees (HIPO)
Leadership & Career
Development
Organizational
Development
Strategic Workforce
Planning (Swap)
Change
Management
Cultural
Initiatives

4. 4
Types of Workforce Planning
Operational Workforce
Planning – Focuses on skills and
capabilities needed within the next 6 to
18 months.
Strategic Workforce
Planning – Looks 3 – 5 year in
the future and anticipates new skills,
roles and situations that anticipates new
skills, roles and variables that cannot be
predicted but can be prepared for.

5. Strategic Workforce Planning Model
5
06 01
02
05
04 03
Strategic Planning
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Current Workforce Analysis
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Future Requirements Analysis
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Execute and Monitor
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Workforce Action Planning
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Gap Analysis
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6. 6
Define
Organization's
Strategic Plan
Step 01

7. Strategic Plan (Mission and Vision)
7
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Vision
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Mission
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value

8. 8
Strategic Plan
(Goals &
Objectives)
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9. Strategic Plan (Performance Requirements)
9
Function/Action
Performance Requirements
Must Wish Ideal
Action 01 Text Here Text Here Text Here
Action 02 Text Here Text Here Text Here
Action 03 Text Here Text Here Text Here
Action 04 Text Here Text Here Text Here

10. Strategic Plan (Core Skills & Competencies Needed for Success)
10
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Core
Competency
Kills
Business
Skills
Technical
Skills
Conceptual
Skills

11. 11 HAVE A COFFEE
BREAK
Time For Relax
12:00 TO 12:30
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12. Strategic Plan (Expected Changes)
12
Market Entry
Barriers or
Restrictions
Local Content
Rules
Import/Export
Duties
Environment
Restrictions
Governmental
Interventions
in General
33%
21%
30%
32%
32%
12%
23%
12%
29%
16%
-66%
-57%
-59%
-40%
-53%
-80% -60% -40% -20% 0% 20% 40% 60% 80% 100%
Decrease Stable Increase
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13. 13
Scan the Internal
& External
Environment
Step 02

14. $6 Bn
$18 Bn
$45 Bn
2005 2012 2020 F
Revenue
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$2.4 Bn
$3.2 Bn
$4.2 Bn
$5.1…
$5.2 Bn
$6.7 Bn
$8.5 Bn
$10.1 Bn
0% 20% 40% 60% 80% 100%
FY06
FY07
FY08
FY09
FY10
FY11
FY12
FY13
*FY06-13
Export
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External
Analysis
(Industry
Trends)
14

15. External
Analysis
(Trends in
Public Sector
Employment)
-30%
-25%
-20%
-15%
-10%
-5%
0%
5%
10%
2010 Q3 2011 Q3 2012 Q3 2013 Q3 2014 Q3 2015 Q3 2016 Q3
Education
NHS
Police
Civil Service
HM Forces
Local Government
Local Other Health
and Social Work
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16. External Analysis (Labour Market Forecasts)
16
Labour Market
Characteristic
Population,
Ages 15+
Labour Force Employment Unemployment
Unemployment
Rate(%)
Participation
Rate(%)
2015 (Actual) 783,000 491,600 447,600 44,000 9.0 62.8
2016 (Forecast) 784,800 491,900 450,100 41,800 8.5 62.7
Change (2015-2016) 1,800 300 2,500 -2,200 -0.5 -0.1

17. External Analysis (Demographic Makeup of Customers & Employees)
17
Other
1%
Black
2%
Hispanic
3% Two Or
More Races
4%
Asian
30%
White
60%
Ethnicity
Woman
30%
Man
70%
Gender
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18. Internal Analysis (Workforce Trends)
18
Workforce Trends ,1990-2020
The percent over age 55 more than doubles
The percent over age 16-24 declines
17.90% 15.80% 13.60% 12.50%
70.20% 70.10%
66.90%
62.90%
11.90% 13.10%
19.50% 24.60%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1990 2000 2010 2020
55 and older 25 to 54 16 to 24
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19. Internal Analysis (Organizational Structure)
19
JOHN SMITH
CEO
Kim Lee
General manager
Jane Star
General manager
Abram Smith
General manager
Janna Doe
Senior manager
Anita Light
Senior manager
Eric Star
Senior manager
Tomas Cross
Senior manager
Jack Stouts
Senior manager
Loren Smile
Senior manager

20. Internal Analysis (Organizational Culture)
20
Internal
Analysis
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Respect
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Fun
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Context
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Responsibility
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Promotions
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High Performance

21. Case Study
PowerPoint
Template
21% Decrease
Productivity
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22% Decrease
Profitability
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65% Decrease
Turnover
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Internal
Analysis
(Employee
Morale)
70%
The percentage employees
that are disengaged

22. Internal Analysis (Current Levels of Performance)
22
Employee Performance
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Total Sales January Total Sales February Total Sales March
Employee 1 $8.5700 $8.7600 $8.5700
Employee 2 $7.5900 $7.6700 $7.2500
Employee 3 $9.5000 $8.7400 $8.2380
Employee 4 $10.1200 $9.9600 $10.1700
Employee 5 $8.3700 $8.4300 $8.4200
$6.000
$6.500
$7.000
$7.500
$8.000
$8.500
$9.000
$9.500
$10.000
$10.500
Sales

23. Current Staff Composition
23
Staff Composition
25%
Category 1 4%
Category 2
6%
Category 3
30%
Category 4
35%
Category 5
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24. Current Staff Profile- Years of Experience Needs
24
Years of Experience of Hospital
Staff
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30
73
40
90
22
25
30
10
48
2
30
0
0
20
40
60
80
100
120
Category 1 Category 2 Category 3 Categiory 4
Percentage
of
Staff
Staff Types
>10 Years
5-10 Years
<5 Years
Least
Experience

25. 25
Assess Future
Workforce Needs
Step 03

26. 800 700 735
920 870 1,010
4,235
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
2011 2012 2013 2014 2015 2016 2012-2017
Number
of
Headcount
Year
Planning
for Future
Workforce
Needs
Total New Hires Needed
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26
0% Growth 10% Growth 15% Growth

27. 27
Gap
Analysis
Step 04

28. Gap Analysis Template
28
Gap Analysis
Gap Dimension Current State Future State Gap
Role Segmentation
Headcount Requirements
Technical / Business Skills
Behavioral Characteristics /
Other Competencies
Experience and Education

29. Gap Between Current & Required Staff
29
2422
1707
1987
401
287
923
1123
1489
75 117
0
500
1000
1500
2000
2500
3000
Category 1 Category 2 Category 3 Category 4 Category 5
Number
of
Staff
Current Required
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30. Workforce Gap Analysis Results
30
Staff Type Current Required Gap Ratio
01 93 45 47 2.0
02 287 117 170 2.5
03 1707 1128 579 1.5
Dentistry 73 10 63 7.3
Lab 107 49 56 2.2
Radiology 221 16 205 13.8

31. 31
Workforce
Action Planning
Step 05

32. Gap Closing Strategies
32
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Professional
Development
Recruitment Succession
Performance
Management
Retention
Selection
Competency
Model

33. Action Plan
33
Gap Dimension Current State Future State Gap
Role Segmentation Supporting Core
Need to be more strategic; increase
impact to operating excellence and
revenue
Headcount Requirements 15 23 8
Technical / Business Skills Two plus years consumer lending exp. Data analytics technologically savvy
Change recruiting criteria create
technical training
Behavioral Characteristics /
Other Competencies
Sales focus, strong interpersonal,
leadership, oral and written
communication skills
Inspirational leader systems thinking
intellectual curiosity risk-taker
Change recruiting criteria create
training modules on these topics;
Provide mentors
Identify developmental
Assignments
Experience And Education
Three or more years related experience in
financial institution branch
Bachelor degree and/ or equivalent
experience in financial institution;
customer service mgmt experience
Change recruiting criteria promote
education reimbursement program

34. 34
Execute &
Monitor
Step 06

35. Icons Slide Strategic Human Resource Planning Process
35

36. 36
Additional
Slides

37. 37
Vision
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Vision &
Mission
Mission
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Goals
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38. 38
Our
Team
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39. 39
01
02
03
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We are Professional
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We are Creative
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We are Talented

40. 40
Our Goal
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41. Comparison
41
Male
Female
40%
Sales by Female
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60%
Sales by Male

42. Financial
42
Beginner
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Advanced
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Professional
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$200 $400 $100

43. 43
Change starts with transparency. It’s
fundamental to our democracy. That’s
why I’m committed to being the first
liberal leaders to fully support open
nominations and freer votes. Let’s
change politics together.
…Justin Trudeau

44. Dashboard
44
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50,000 70,000

45. Location
45
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20%
40%
60%

46. 2017
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2014
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2015
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2016
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2018
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Timeline
46

47. 47
Important
Notes
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04

48. Newspaper
48
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49. Puzzle
49
01
02
03
04
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50. Target
50
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51. Circular
51
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01
02
03
04
05

52. Venn
52
01 02 04
03
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53. Mind Map
53
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02
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01
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54. Matrix
54
Star
Question
Mark
Dog
Cash Cow
HIGH
Low
HIGH
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55. 55
Lego
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56. Magnifier Glass
56
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57. 57
01
02
03
04
05
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58. 58
Our
Charts

59. Column
Chart
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Product 01
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Product 02
0
10
20
30
40
50
60
70
80
90
100
Jan Feb Mar Apr May Jun
Sales
in
percentage(%)
Financial year in 2018
98%
59

60. Line
Chart
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Product 01
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Product 02
0
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30
40
50
60
70
80
FY' 11 FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
Sales
in
percentage(%)
Financial Years
60

61. Donut Pie
Chart
Product 01
Product 03
Product 02
Product 04
Product 05
20%
08%
15%
26%
18%
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61

62. Bar
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0
10
20
30
40
50
60
70
80
90
100
FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
Sales
in
percentage(%)
Financial years
62

63. Area
Chart
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Product 01
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Product 02
95%
0
10
20
30
40
50
60
70
80
90
100
FY '12 FY '13 FY '14 FY '15 FY '16 FY '17 FY '18
Sales
In
Percentage(%)
63

64. Radar
Chart
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 01
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 02
0
5
10
15
20
25
30
35
Jan
Feb
Mar
Apr
May
Jun
64

65. Combo
Chart
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 01
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 02
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 03
0
1
2
3
4
5
6
7
8
9
10
0
10
20
30
40
50
60
70
80
90
100
FY' 11 FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
Growth
Rate
(%)
Market
Size
(RMB
100
Million)
65

66. Stacked
Line
Revenue
In
Percentage
0
2
4
6
8
10
12
14
FY' 15 FY' 16 FY' 17 FY' 18
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 01
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 02
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 03
66

67. 67
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68. Thank
You
68