2. CONNECT WITH VISION AND MISSION
1. Sets strategic direction for workforce planning
2. Establishes framework and purpose for
completing planning for area of responsibility
3. Provides scope and foundation for
collaboration between managers charged with
workforce planning
3. CONDUCT GAP ANALYSIS
1. Identifies deficiencies between current workforce and future needs
2. Establishes strengths and weaknesses of current workforce
3. Develops informed understanding of positions and how they have
evolved
4. Inventories current head count and competencies using
quantitative and qualitative data
5. Communication with teams provides internal customer feedback
6. Develops a robust profile of the current workforce
7. Assists in developing an action plan to address the gaps
identifying needed competencies and specifications for future
4. DEVELOP ACTION PLAN
1. Well-developed strategies close gaps between current and future
workforce
2. Contains actions and steps to build workforce capacity
3. Includes progress milestones and performance measures
4. Addresses any deficiencies in the HR lifecycle
5. May include some restructuring, improvement in communications,
contracting, succession planning, and technology enhancements
5. ALIGN WITH RESOURCES AND
IMPLEMENT
1. Develop workforce plan in concert with leadership, operations and
communications
2. Ensure decision-making and collaborative input through all phases
of development to enhance success
3. Final SWOT (strengths, weaknesses, opportunities, and threats)
Analysis help right-size the final plan
4. Manager developing the workforce action plan remains a guiding
force through execution
6. ONGOING CHECK IN
1. Action Plan includes strategies for continuous monitoring of
workforce plan implementation
2. Includes milestones and scheduled review to evaluate and to make
modifications as needed
3. View workforce plan as a roadmap guide that can evolve and
respond to changes in the larger environment
4. Enables organization to more effectively respond and manage
external influences
