Workforce planning, objective of Workforce planning, steps in strategic talent planning

3. What is Workforce Planning
 Workforce planning is the process of
analyzing, forecasting and planning
workforce supply and demand,
assessing gaps, and determining
targeted talent management
interventions to ensure that an
organization has the right people – with
the right skills in the right places at the
right time – to fulfill its mandate and
strategic objectives.
 The Society for Human Resource Management defined workforce
planning as “the strategic alignment of an organization’s human capital
with its business direction” (SHRM HR Q&As, 2012).

4. Workforce planning is often referred to as HR planning, succession planning, human
capital planning, and/or talent management

6. PURPOSE OF WORKFORCE PLANNING
 Reduce costs by helping management anticipate shortages or
surpluses of human resources
 Provide a better basis for planning employee development that
makes optimum use of workers' attitudes
 Improve the overall business planning process.
 Provide more opportunities for women and minority groups in the
future growth and strategic plans of the organization.
 Promote greater awareness of the importance of sound human
resources throughout all levels of the organization.
 Provide a tool for evaluating the influence of various HR actions and
policies.

7. • Identifies skills that the
organization doesn't currently
have, but will soon require
Thus, workforce planning ……….
• Identifies the gaps between the
future needs of the organization
and the structure of the current
organization, and

9. Why do Workforce Planning
 When properly implemented, workforce planning ensures an
organization has the right people with the right skills in the right
places at the right time. These factors, people, skills, positions,
and timing, need to be aligned to ensure your organization is able
to continue to meet its mission.

10. THE NEED FOR ADDITIONAL LABOR
Workforce planning helps ensure that organizations fulfill
their business plans for the future in terms of financial
objectives, output goals, product mix, technologies and
resource requirements.
Once business plans are determined, the HR planner
assists in developing workable organizational structures
and in determining the number and types of employees
that will be required to meet those plans.

11. ALIGNMENT BETWEEN BUSINESS AND
HUMAN RESOURCE PLANNING
The size of an organization’s workforce, should be based on its
business plans.
Every organization should ask the question, “How many of
which types of employees will be required to achieve our
organizational goals?” To reach its goals, an organization must
have the proper mix of employees with the necessary
knowledge, skills, and abilities.
Therefore, three levels of human resource planning need to
occur,
Long-Range Planning (10 Years)
Middle-Range Planning (5 Years)
Short-Range Planning (1 to 2 Years)

13. WORKFORCE PLANNING AND HR ACTIVITIES
 Workforce planning is important because it influences almost all
other HR activities, including job analysis, recruitment and selection,
training and development, and career management. We will now
discuss the relationship between workforce planning and each of
these functions.
Job Analysis
Recruitment and Selection
Training and Development
Career Management

14. TECHNOLOGY AND WORKFORCE PLANNING
 As new technologies such as state-of-the-art information systems, robots,
and office automation are introduced into the workplace, workforce
planning will be used to answer questions such as the following:
How can organizations assimilate technology into the workplace?
What impact do these new technologies have on job design?
Which skills are needed by the firm?
 Workforce planning is also concerned with the challenges of the aging
workforce, unemployment, and the economic impact of shifting from a
manufacturing to a service economy.
 Through human resource information systems (HRIS) , organizations
can easily access employee job preferences, work experiences, job
histories, and performance evaluations.

16. What are the benefits of Workforce Planning
 As you develop your business case for workforce planning, it is important
to discuss the tangible benefits workforce planning can have on your
organization to engage business leaders and emphasize the value of this
effort. When properly implemented, workforce planning can:
 Identify staffing levels and competencies required to support both short-
and long-term strategies and goals to minimize the chance of workforce
misalignment.
 Address gaps between the current and desired future workforce and defines
these talent surpluses and shortages.
 Align the workforce with business plans to appropriately target and prioritize
skill requirements and transition strategies.
 Support organizational change efforts and create a roadmap to achieve an
ideal future workforce.

17. Strategic Workforce planning is composed of six
phases:
1.Strategic Direction
2.Supply Analysis
3.Demand Analysis
4.Gap Analysis
5.Solution Implementation
6.Monitoring Progress

19. Not sure where to begin with workforce
planning?
There are two common paths when getting started:
Path 1: Unidentified Needs Path 2: Needs Known

20. Path 1: Unidentified Needs
Workforce planning needs are not currently defined or identified by a leader or
sponsor.
Try these four steps to identify what workforce planning activities
1. Identify the Workforce Planning Sponsor(s), and Customer(s), and Prepare for a
meeting to discuss priorities and needs.
2. Conduct a Workforce Planning Assessment
3. Create the Business Case for Workforce Planning for your specific project
4. Create a Strategic Workforce Plan

21. What Next………. Talent Acquisition