The document outlines a comprehensive approach to human resource planning, focusing on strategic direction, workforce demand and supply, and stakeholder engagement. It includes methods for current workforce analysis, turnover metrics, performance reviews, and plans for training, succession, and monitoring. Additionally, it provides templates for exit surveys and workforce action plans to support effective management and planning for future workforce needs.

1. Human Resource Planning and Management
Yo u r C o mp a n y N a me

2. Content
Overview
• Determine your organizations strategic direction
• Understand the Organization Environment:
PESTLE Analysis
• Scoping the Workforce Planning Project
• Stakeholders Engagement Plan
Identify Future Workforce
• Future Workforce Demand & Supply
• Gap Analysis
Review Current Workforce
• Current Workforce Information
• Individual Employee Current Workforce Profile Summary
• Workforce Turnover Analysis
• Workforce Turnover Calculator
• Employee Performance Review
• Training Need Analysis
• Succession Planning Factsheet
• Exit Survey Template
Monitor the Plan
• Monitoring &
Evaluation Plan
Develop & Implement the Workforce Plan
• Training to address
Workforce Priorities
• Workforce Action Plan
2

3. Table
of
Contents
Overview
3

4. Determine your organizations Strategic Direction
Starting Point Actions to Consider
Strategic Plan
• Identify mission, key strategies, goals and workforce issues.
• Determine whether there are pending changes to the organization's mission
that would affect your workforce now or in the future.
Budget Information
• Analyze your budgets and forecasts.
• Determine whether there will be budget issues affecting your current or
future workforce.
Decide Scope
• Focusing only on occupations delivering key services.
• Focusing only on occupations that are difficult to recruit to or retain people.
• Focusing on a strategy outlined in the strategic plan to ensure that the right
people are available to get the work done in one specific area.
4

5. Understand the Organization Environment: PESTLE Analysis
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Economic
• Growth/ decline interest
exchange, inflation & wage
rates minimum wage working
hours unemployment credit
availability cost of living.
Environmental
• Global warming & the
increased need to switch
to sustainable resources
ethical sourcing.
Political
• Tax policy environmental
regulations trade restrictions &
reform tariffs political stability.
Sociological
• Cultural norms & expectations
health consciousness population
growth rates age distribution career
attitudes heath & safety.
Legal
• Changes to legislation
impacting employment, access
to materials, quotas, resource,
imports/ exports & taxation.
Technological
• New technologies are
continually emerging (for
example in the fields of
robotics & AI) & the rate of
change itself is increasing.
5

6. Scoping the Workforce Planning Project
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• What is not included
in the workforce
planning project
• e.g.
• Project manager
under resourced or
under skilled for the
task
• Senior leadership
loses interest
• Work the workforce
planning project
must deliver
• Resources & budget
• Timelines
• Existing state of data
& knowledge
• Existing quality
systems & process
• Organizational
strategic &
operational plans
Out of Scope Risk
In Scope
Assumptions/
Constraints
6

7. Stakeholders Engagement Plan
Stakeholder/s
Inform
Progress
Comments
Final
Comments
Performance
Ration
Empower
- - - - -
- - - - -
- - - - -
- - - - -
Compunction
Strategies
• Intranet/ Websites
• Newsletters
• Email
• Meeting Minutes
• Forums
• Staff meetings
• Surveys
• Public Comment
• Workshops
• Data Collection
• Your Text Here
• Your Text Here
• Workshops Planning Project
team Member
• Consensus or decision-making
meetings.
• Ballots
• Delegated Decision
• Your Text Here
• Your Text Here
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The slide covers a
table indicating how
stakeholders will be
kept involved in the
workforce planning.
7

8. Table
of
Contents
Review Current Workforce
8

9. Current Workforce Information
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Employee M/F Position Age FTE Status Tenure(Yes) Salary ($)
Skills/
Competency
Reports to
Mike M CEO 35 1.0 Ongoing 7 65,000 N/A N/A
Tim M Supervisor 40 1.0 Fixed Term 1.2 35,000
Monitor Site
Conditions
Mike
Jenny F
Marketing
Manager
42 1.0 Contractor 1.5 40,000 N/A Mike
Jo F
Sales
Manager
26 0.8 Ongoing 5 38,000 N/A Mike
9

10. Individual Employee Current Workforce Profile Summary
Job
Role
No.
of Employees
Gender
Headcount
Employment
Status Headcount
Age
Headcount
Highest Level
Qualification Headcount
FTE
%
of
Workforce
Headcount
Male
Female
Permanent
Temporary
Casual
Contract
<35
35
-44
45
-
54
>55
Cert.
III
-
IV
Diploma
Degree
Masters
zPhD
- - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - -
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11. Workforce Turnover Analysis
Month Opening Balance Employees joined Employees Left Closing Balance
Attrition
%
January 27 3 0 30 0.00%
February 30 1 5 26 19.23%
March 26 4 2 28 7.14%
April 28 1 0 29 0.00%
May 29 0 6 23 26.09%
June 23 12 3 32 9.38%
July 32 1 2 31 6.45%
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12. Workforce Turnover Calculator
Workforce Turnover Calculator
2019/20
Please Complete
the blue calls
Number of FTE employees at the start of the period -
Number of FTE employees at the end of the period -
How many FTE employees left during the same period -
Annual Turnover Percentage Rate -
$
Annual Turnover Cost (Approx.) $
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13. Employee Performance Review
Goals/ Activities
What is to be Achieved
Measures
When, how, to what level
Progress comments
(Mid year review)
Final Comments
(Final review)
Performance Rating
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
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14. Training Need Analysis
No Training
need
Low need for Training
Moderate need for
Training
High need for Training
Not Applicable
to Job
Identifying Gaps in
Data Sources - - - - -
Selecting Methods
For Data Collection - - - - -
Analyzing
Quantitative Data
(Surveys/
Questionnaires, Data
Sets)
- - - - -
Identifying Evidence
Based Pubic Health
Interventions
- - - - -
Using Information
Technology To
Collect, Store &
Retrieve Data
- - - - -
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15. Succession Planning Factsheet
Position CEO SVP, HR SVP, Finance SVP, Operations SVP, Marketing SVP, Technology
Current Joe Smith Lane Brody Dennis O’ Neil Clare Crosby Lara Sample Ed Letty
Tentative
Retirement Date
Jan 2017 May 2020 N/A June 2018 May 2020 N/A
UP – NEXT: Ready NOW
Clare Crosby Peter Jones Lane Brody Gabby Raines Oliver White
Ed Letty
ON – DECK: Ready 1 – 3 YRS
Lara Sample Khloe Yerttle Don cherry
Dennis O’ Neil
Lane Brody
HI – POTENTIALS: Ready 5+ YRS
Gabby Raines Chris Letter Ralph Fiennes Anna Code
Oliver White
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16. Exit Survey Template
Question N/A Comments
My job was challenging?
My skills were effectively used?
When change was taking place I was consulted
Were you developed/ inducted adequate for your role(s)?
My workload was reasonable?
My supervisor had good knowledge of the job?
My supervisor had good supervision skills?
My supervisor was open to suggestions?
My supervisor recognized employee contribution?
My team was adequately staffed?
My team was efficient?
My team worked well together?
What is your main reason for leaving? <comments>
Could anything have been done early on to prevent the
situation developing/ provide a basis for you to stay with
us?
<comments>
How do you feel about the organization? <comments>
What has been good/ enjoyable/ satisfying for you in
your time with us?
<comments>
What has been frustrating/ difficult/ upsetting to you in
your time with us?
<comments>
This template is to assist
your organization to
capture information about
why someone is leaving
so that the firm can plan
on to the remedial actions
to be taken.
16

17. Table
of
Contents
Identify Future Workforce
17

18. Future Workforce Demand & Supply
Job
Role
New or
Existing
Role
Location
Current
FTE
Risk of
Job
Service
Maintain
Grow
Decline
Future
FTE
Timeline
Risk of not
Meeting
Demand
Is the Role
Meeting
needs/
Expectations
Qualificati
ons
Required
Skill Sets
Required
Competen
cies
Required
Other
Actions
Direct
Support
Worker
New/
Existing
Location 8 Critical
Required/
Optional
Maintain/
Grow/
Decline
12 2014/
2015/
2016/
2017/ 2018
Extreme/ high/
Moderate/
Low
Yes/ No Certificate
III
Mental
Health
Support
Client
Service
High
Turnover
%
Gap Supply Gap Demand Gap
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19. Gap Analysis
Classification Strategy Coordinator
Job
Position 2
Job
Position 3
Number of Employees 50 120 100
Number of Employees Eligible to Retire During Planning Period 8 50 65
Number of Eligible Employees Estimated to Retire During
Planning Period
4 2 55
Historical Non – Retirement Annual Turnover Rate 10% 3% 50%
Non – Retirement Projected Turnover Rate 8% 3% 46%
Employees Available (Supply) 42 114 24
Employees Needed (Demand) 50 200 130
Anticipated Employees (Gaps or Surpluses) (8) (86) (106)
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20. Table
of
Contents
Develop & Implement the
Workforce Plan
20

21. Training to address Workforce Priorities
Identified Need
Workforce Development
Activity
Types of formal Competency
Units that may Apply
Outputs
• Leadership succession planning and
implementation to enable identified
staff members to act
in senior positions
• Identifying level of training required
• Management of team activities by
potential leaders
• Mentor in the workplace
• Foster leadership
and innovation
• Provide leadership in community
services delivery
• Leadership mentoring job role
described, mentor selected, and
mentoring
activities structured
• Guidance for team development
activity provided
• Your Text Here • Your Text Here • Your Text Here • Your Text Here
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22. Workforce Action Plan
Strategies Step by Step Plan Due Date Name
Release Managing Director from admin
work
a. Complete a plan to identify what tasks could be completed by an additional
administration support person – document these
Insert here the date by
which each step
should be completed
Insert here the
person(s) responsible
for completing each
step
b. Build a consistent level of work every month to cover all constant overheads
then accelerate growth with additional growth in staff
c. Produce Job Description and Person Description for new employee
d. Begin recruitment process
Your Text Here
a.
b.
c.
d.
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23. Table
of
Contents
Monitor the Plan
23

24. Monitoring & Evaluation Plan
Changes in
workforce capacity
New
Capabilities Added
Does these changes
contribute to mid term/
long term goals
Elements
Your
Text Here
Your
Text Here
Your
Text Here
Description
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25. Human Resource Planning and Management Icons Slide
25

26. Additional Slides
26

27. Our Mission
Our Vision
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Our Mission
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Our Goal
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27

28. Our Awesome Team
Name Here
2.15"
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Designation
Name Here
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Designation
Name Here
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Designation
28

29. About Us
Talented
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Professional
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Creative
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30. Stacked Bar
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
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8 10 12
15 17
20 22
25
30
10
12
15
17
20
22
25
30
35
$5
$15
$25
$35
$45
$55
$65
FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 FY 18 FY 19 FY 20
Profit
(Million
dollars)
30

31. Column Chart
0%
2%
4%
6%
8%
10%
12%
2017 2018 2019 2020
Sales
In
Percentage
%
In Years
Product 01
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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”.
31

32. Comparison
Facebook User
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2.15"
85%
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2.15"
65%
LinkedIn User
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2.15"
75%
Twitter User
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33. Post it Notes
01
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03
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34. Financial
Minimum
75%
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Medium
65%
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Maximum
55%
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35. Thanks for Watching
# Street number, city, state
Address
0123456789
Contact Number
emailaddress123@gmail.com
Email Address
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