Workforce Planning Solutions

Click here to read or download more about ‘Workforce Planning’

Why is Workforce Planning important?

  • Workforce planning is a clear analysis of current situations and future requirements.
  • It should be an integrated approach and a key part of an organisation’s overall strategies and plans.
  • It allows you to consider future pressures and put in place effective solutions: for people development; financial and change management.
  • Workforce planning is increasingly associated with financial savings. This is important but, if not undertaken effectively, can distort the thorough process and prevent some benefits of clear plans for talent and structures.

Overcoming the barriers

  • The benefits are commonly accepted. But there are usually barriers to overcome. Here are some ways to achieve your desired goals:

Enabling effective leadership (co-ordination, proactivity, strategy)

  • Create and communicate a vision with clarity on activities. Build workforce planning into existing change initiatives. Overall plan is likely to be a ‘mosaic’.

Analysing and defining work (accountability, job capability requirements)

  • Leverage results of mass job analysis beyond pay and grading. Consider Job Families: generics clarify structures; equal value compliance in new structures.

Leveraging existing data (pay modelling databases, capability)

  • Use existing benchmarking pay data with new qualitative commentaries; appraisal, training needs and recruitment info to build talent analysis.

Detailed component activities (aspects devolved to line managers)

  • Devolved detail: planned and co-ordinated in an overall framework.  Specifics: understood and recommended in directorates and service areas. Ensure qualitative understanding, usable data, participation and ownership.

Project management (for strands of workforce planning)

  • Plan, organise and manage resources to complete specific project goals and objectives; in partnership with overall leadership.

Our support and guidance

Facilitating integrated strategy

  • Enhance leaders’ workforce planning capability: training and development workshops; coaching and mentoring; action learning sets.  Strategic planning: visioning; external and internal ‘scans’ and workforce intelligence.

Data management and modelling

  • Use and extend existing pay and jobs data, with our proven pay modelling utility. Undertake data modelling and cost analysis.

Enabling the detail of devolved planning

  • Build managerial capability for workforce planning: process and methodology, skill requirements, qualitative data; managing change: headcount reductions (people’s needs); redeployments; HR compliance issues: contract changes.
  • Engage employees: workshops and tools, informed and active participation.
  • ‘Joining all the pieces’: discuss qualitative data; identify priority challenges; action plans and their integration with specific service and people plans.

Bespoke seminars and workshops for HR, managers and employees

  • Can include: overview of methodology; future scenarios with management teams; external and internal factors, environmental scans; integrating HR programmes and processes; and workforce development strategies.

Assessing talent and capability

  • A consistent, fair and policy-compliant approach to assessing employee capability; enhance existing assessment tools or develop new; workshops, coaching and mentoring; bespoke development centres.

In particular we can help you to…

  • Tackle the drivers of change: political and policy; demographic and social; labour markets; and technological;
  • Improve performance: at organisation and individual level, with a talented, effective workforce (and, if necessary, reduced or managed staff costs);
  • Establish future-facing staff plans, with planned, manageable contingencies;
  • Change overly short term views (short term savings lead to long term costs);
  • Meet the challenges of an aging workforce, increased competition for talent, and the need for more efficient and effective public services.

Our expertise enables you to…

  • Combat resistance when workforce planning is seen solely as ‘cutting’;
  • Ensure workforce reductions do not have disproportionate impact on capability (e.g. an over-emphasis on ‘pragmatism’);
  • Integrate political and executive leadership, and handle multiple external and internal stakeholders;
  • Improve availability and management of data: jobs; costs; talent and capability;
  • Identify and retain talent at all levels, addressing career paths and progressing, where appropriate, talent from professional to manager; and
  • Manage organisation’s scale and complexity: tasks (definitions, assumptions, expectations); improve HR systems: maybe inadequate, fragmented.

“It was definitely worth the time and effort we put in!”
Line Manager, Community Services dept, Nova Scotia government
From a Team Skills Review ProcessContact

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Click here to read or download more about ‘Workforce Planning’