Empower your Organization with Workforce Planning

Workforce Planning                  

Organizations have engaged in Workforce Planning throughout history.  Workforce planning was known as “manpower” in the 1960s and later as “human resource” planning.  The need for a comprehensive ability to plan has grown given today’s workforce challenges in a post Covid pandemic world.  It is important that we as HR professionals are able to engage in Workforce Planning in real-time.  We must have the data from various inputs to determine workforce needs across the organization as well as on a location, position, and skill-by-skill basis.  Just as critical is our understanding of the lead time to hire key skill sets various resources by worker type (employee, contractors, consultants).  The new Workforce Planning must be able to link people and planning activities to enable the organization to trigger the hiring of the right people at the exactly right time.

An integrated Workforce Planning Software solutions must aggregate and tie data from the HRIS, talent management systems, financial systems, and other internal and external resources.  Leveraging your HCM applications will help your business identify the skill set already available within the existing workforce through a robust support and integration of Competency based modeling. which identifies the core organizational competencies which make your business successful now and in the future.

Key Components of integrated Workforce Planning Solution

• HR Strategy Alignment
  • Provides the ability to roll out company-wide core competency initiatives to ensure all levels of the workforce are focusing on competencies most tied to strategic goals and organizational performance
• Workforce & Succession Management
  • Provides the ability to capture roles and competencies to forecast workforce demands and design appropriate workforce plans for today and the future.  Succession planning should identify high potentials and establish development plans to prepare candidates for future opportunities.  This is particularly important in highly regulated  or highly skilled businesses, not just for leadership development.
• Integrated Performance Management
  • Integrates the competencies which most differentiate high performance and integrates these competencies into the Learning Management System to support employee empowerment and career development.
• Integrated Learning Systems and Career Management
  • Sources and provides the needed development for employees for current roles and future career paths.   Provides the appropriate training to employees based on identified competency gaps.  Provides employees with empowerment to identify career paths within the business to aspire to.
• Integrates Human Resources and Employee Knowledge Management
  • Provides the ability for the business to screen for the best internal candidates for projects, consulting engagements, committees, mentorship, or coaching.  Integrated Workforce Planning provides the ability for HR to be proactive with the organization’s internal employees to build loyalty by knowing how each employee contributes to the organization’s success.
• Recruiting
  • Provides the ability to screen for the best candidates for internal and external postings.  Supports recruiting and onboarding activities to provide a professional, positive, and engaging experience to internal and external candidates.
• Compensation
  • Rewards employees for developing and emphasizing those critical core competencies which directly contribute to the strategic goals and success of the organization.

HR Leaders must have the right tools and access to data to provide Workforce Planning that accurately reflect the organization’s human resources for planning and critical strategic decisions.  HR Leaders must provide the answers to how people can be leveraged to a strategic advantage to meet today’s and future demands in a very dynamic world environment.  It is impossible to deliver answers without an integrated Workforce Planning tool.