Marketing

Workforce Planning is a continual process used to align the needs and priorities of the organisation with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Workforce Planning enables evidence based workforce development strategies.[1]

Contents [hide] * 1 Workforce Planning Definitions * 2 Workforce Analytics Approach * 3 Modeling Approach * 4 Segmentation Approach * 5 Steps in Workforce Planning * 5.1 Environment Scan * 5.2 Current Workforce Profile * 5.3 Future Workforce View * 5.4 Analysis and Targeted Future * 5.5 Closing the Gaps * 6 References |

-------------------------------------------------

[edit]Workforce Planning Definitions

Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success. Access to talent includes considering all potential access sources (employment, contracting out, partnerships, changing business activities to modify the types of talent required, etc.). By talent is meant the skills, knowledge, predisposition and ability to undertake required activities including decisions making. Strategic Planning considers the business risks concerning insufficient, disrupted, mis-deployed talent on the organization's business priorities. Workforce planning is considered an iterative discipline. The cycle of workforce planning includes filling resource requests, analyzing resource utilization, forecasting capacity, managing and identifying the resources (human) to fill that capacity, and then re-starting the cycle.[2]

Strategic Workforce Planning is broader and longer term than operational Workforce Planning. Strategic Workforce Planning is the framework applied for Workforce Planning and Workforce Development, where the links between corporate and strategic objectives and their associated workforce implications are demonstrated. Strategic...