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Workforce Planning Best Practices - Spectrum Organizational Development
Workforce planning best practices involve analyzing current operations, forecasting future workforce needs, and identifying strategies to address gaps. Only 23% of companies use advanced analytics to inform workforce decisions. An effective workforce planning process involves 6 steps: accessing data, analyzing current operations, scenario planning, identifying initiatives, implementing plans, and reviewing results. Regular scanning and long-term planning are needed to ensure workforce strategies keep pace with changing business and market conditions.
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Workforce Planning Best Practices - Spectrum Organizational Development
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- 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
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- 10. Managing the TalentSupply Chain
- 11. Making the RightConnections?
- 12. Limited Use ofWorkforce Analytics
- 13. The Reality Less thanone-quarter of CHROs are using sophisticated analysis and modeling to make decisions about the future.
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- 15. Mobilizing for Speed& Flexibility
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- 20. How Good isYour Dashboard?
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- 23. Step 1 –Access Planning Data & Plans Workforce profile data Strategic plans Operational and management plans Environmental scanning Legislation/regulations/governance
- 24. 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
- 25. 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
- 26. 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)
- 27. Step 4 -Identify Planning Initiatives and Strategies Recruitment and retention strategies Career development and mentoring programs Staff engagement surveys Succession planning Job redesign
- 28. 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
- 29. 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.
- 30. 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.
- 31. Scan the HorizonOften
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