Through our content-ready workforce planning case studies PowerPoint presentation slides, you can identify opportunities and leverage them to achieve organizational goals. These strategic workforce planning model presentation diagrams will describe in detail about organizational development, change management, organizational design and structure, high potential employees, leadership and career development, performance requirements, gap analysis, future requirements, and also external and internal analysis. Moreover, you can utilize these visuals for making presentations on crew management model, SWP process, employee framework, performance measure, human resource management, strategic staffing and human capital strategy. Our PPT templates help organizations to plan for future human resource needs. This will ensure that your company has the right people in the right place and at the right time. If you are thinking about creating an ideal roadmap to achieve the best possible future workforce, download our workforce planning case studies PowerPoint visuals straight away.Only you can make your presentation a success. But our Workforce Planning Case Studies PowerPoint Presentation Slides can help it look its best.

1. Workforce
Planning
Case Studies
Your Company Name

2. 2
Agenda
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01
Agenda
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02
Agenda
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03
Agenda
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06
Agenda
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05
Agenda
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04
Agenda

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

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

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

8. 8
Strategic Plan (Goals &
Objectives)
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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
Strategic Plan (Performance Requirements)
9

10. Strategic Plan (Core Skills & Competencies Needed for Success)
10
Core Competency
Skills
Business
Skills
Technical
Skills
Conceptual
Skills
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Coffee Break
Let’s Have a Break, We'll Come
Back After 15 Minutes
11

12. Strategic Plan (Expected Changes)
12
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33%
21% 30% 32% 32%
12%
23%
12%
29%
16%
-66% -66% -59%
-40%
-63%
Increase Stable Decrease
Market Entry
Barriers or
Restrictions
Local Content
Rules
Import/Export
Duties
Environment
Restrictions
Governmental
Interventions in
General

13. 13
STEP 02
Scan the Internal
& External
Environment

14. External Analysis (Industry Trends)
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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15. External Analysis (Trends in Public Sector Employment)
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-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

16. External Analysis (Labour Market Forecasts)
16
Labour Market
Characteristic
Population,
Ages 15+
Labour Force Employment Unemployment
Unemployment
Rate(%)
Participation
Rate(%)
2016 (Actual) 783,000 491,600 447,600 44,000 9.0 62.8
2017 (Forecast) 784,800 491,900 450,100 41,800 8.5 -0.5
Change (2016-2017) 1,800 300 2,500 -2,200 -0.5 -0.1

17. External Analysis (Demographic Makeup of Customers & Employees)
17This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Ethnicity
1%
Other
2%
Black
3%
Hispanic
4%
Two or More
Races
30%
Asian
61%
White
Gender
30%
Women
70%
Men

18. Internal Analysis (Workforce Trends)
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
Workforce Trends ,1990-2020
The percent over age 55 more than doubles
The percent over age 16-24 declines
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18

19. Internal Analysis (Organizational Structure)
19
Eric Star
Financial Accountant
Loren Smile
Staff
Ryan Brown
Accountant
Jack Stouts
Asst. Manager
Kim Lee
Web designer
Abram Smith
Staff
Jane Star
Manager
Tomas Cross
Team Leader
Janna Doe
Manager Accountant
Alex Hall
CEO

20. Internal Analysis (Organizational Culture)
20
Internal
Analysis
High Performance
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Responsibility
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Fun
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Promotions
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Respect
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Context
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21. Internal Analysis (Employee Morale)
21
21%
Decrease
Productivity
22%
Decrease
Profitability
65%
Decrease
Turnover
770%The percentage employees that
are disengaged
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22. Internal Analysis (Current Levels of Performance)
22
Employee Performance
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
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23. Current Staff Composition
23
25%
4%
6%
30%
35%
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Category 01
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Category 02
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Category 03
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Category 04
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Category 05
Staff Composition

24. Current Staff Profile- Years of Experience
24
30
73
40
9022
25
30
10
48
2
30
0
0
20
40
60
80
100
120
Categiory 1 Categiory 2 Categiory 3 Categiory 4
PercentageofStaff
Staff Types
<5 Years 5-10 Years >10 Years
Least
Experience
Years of Experience
of Hospital Staff
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25. 25
STEP 03
Assess Future
Workforce Needs

26. Planning for Future Workforce Needs
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
NumberofHeadcount
Year
Total New Hires Needed
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26
0% Growth 10% Growth 15% Growth

27. 27
STEP 04
Gap
Analysis

28. 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
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
NumberofStaff
Current Required
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29

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
STEP 05
Workforce
Action Planning

32. Gap Closing Strategies
32
02
Selection
01
Competency
Model
03
Professional
Development
04
Succession
07
Performance
Management
06
Retention
05
Recruitment
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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
STEP 06
Execute &
Monitor

35. Additional
Slides
35

36. Our Vision
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36
Goals
MissionVision

37. Our Team
Name Here
Designation
Name Here
Designation
Name Here
Designation
Name Here
Designation
37
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38. About Us
We are Professional
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We are Creative
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We are Talented
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39. Our Goal
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39

40. Comparison
40
30% 60%
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Africa
60%
North America
30%

41. Financial
41
25% 45% 65%
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42. 42
-Tom
Abbott
It’s not just about being
better. It’s about being
different. You need to give
people a reason to choose
your business.
Quotes

43. Timeline
43
Start 2013 2014 2015
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44. Timeline (Continued…)
44
2016 2017 End
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45. Location
Russia
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46. Dashboard
46
10%
0%
50%
100%
Low
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50%
100%
Medium
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90%
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50%
100%
High
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47. Important Notes
47
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48. Puzzle
48
01
02
03
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49. 49
01
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02
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03
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04
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Target

50. BUSINESS NEWS
Your Headline Here
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Newspaper
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51. Mind Map
51
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52. Venn
52
01
03 02
01
0203
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53. 53
LowHigh
Low High
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Matrix

54. Magnifier Glass
54
05
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03
04
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Silhouettes
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56. Funnel
56
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Big Idea
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58. Lego
58
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0201
03
04
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59. Our
Charts
59

60. 60
Product 01
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Jan Feb Mar Apr May Jun
Salesinpercentage(%)
Financial year in 2018
90%Column
Chart

61. Product 01
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Line
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70
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FY' 11 FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
Salesinpercentage(%)
Financial years
70%
25%
61

62. 62
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50%
65%
85%

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63

64. 64
Product 01
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FY '12 FY '13 FY '14 FY '15 FY '16 FY '17 FY '18
SalesInPercentage(%)
Area
Chart
100%

65. Scatter
Chart
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InPercentage%
0
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4
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12
14
FY' 15 FY' 16 FY' 17 FY' 18
Product 01
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66. 66
Product 01
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03-05-2018
05-05-2018
08-05-2018
12-04-2018
15-05-2018
17-05-2018
Radar
Chart

67. 0
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FY' 11 FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
GrowthRate(%)
MarketSize(RMB100Million)
Product 01
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automatically based on data. Just left click on it
and select “Edit Data”.
Product 02
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automatically based on data. Just left click on it
and select “Edit Data”.
Product 03
This graph/chart is linked to excel, and changes
automatically based on data. Just left click on it
and select “Edit Data”.
Combo
Chart
67

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