Develop a Workforce Plan to Address Talent Needs

Implement a clear and straightforward workforce planning process aligned with organizational capabilities.

Onsite Workshop


Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.

Inefficient workforce plans can lead to:

  • Skill shortages and talent gaps.
  • Increased vacancy rates.
  • Unexpected hiring freezes.
  • Overruns in workforce costs.

Building a strategic workforce plan allows for:

  • Identifying and aligning talent requirements with a changing business strategy.
  • Improved performance for the business, including improved revenue, profit growth, market share, and customer satisfaction.
  • Planning early for workforce changes and implications, which provides for more actionable options than just reacting.
  • Making informed decisions on talent requirements, which increases hiring success.

Module 1: Analyze Workforce Needs

The Purpose

  • Learn the purpose of a workforce plan that supports organizational strategy.
  • Analyze current workforce landscape.

Key Benefits Achieved

  • Use McLean & Company’s framework to build an effective workforce plan.
  • Understand how workforce trends impact the current and future workforces.

Activities: Outputs:
1.1 Identify pain points and desired project outcomes.
  • Defined objectives that will have true bearing on the workforce plan.
1.2 Review organizational strategy documents.
  • Workforce planning alignment with organizational strategy.
1.3 Conduct a PESTLE analysis.
1.4 Conduct a SWOT analysis.
  • Conducted PESTLE and SWOT analyses.

Module 2: Identify Critical Roles for Workforce Planning

The Purpose

Outline competencies and identify critical roles.

Key Benefits Achieved

A clear picture of the type of talent needed to execute the organizational strategy.

Activities: Outputs:
2.1 Review existing competencies.
2.2 Develop new key competencies.
2.3 Select a list of key competencies.
  • Key competencies defined.
2.4 Explore the relationship between key competencies and current roles.
2.5 Identify critical roles.
2.6 Choose roles to include in workforce plan.
  • Critical roles to focus workforce planning efforts on.

Module 3: Create Talent Supply and Demand Forecasts

The Purpose

Create projections to design a workforce plan that allows for organizational growth.

Key Benefits Achieved

Identify where talent gaps are likely to impede strategy execution.

Activities: Outputs:
3.1 Construct workforce scenarios.
  • Planned scenarios for optimal business operation.
3.2 Project demand for critical roles.
  • Business demand for critical roles determined.
3.3 Construct internal supply projections.
  • Internal supply for critical roles evaluated.

Module 4: Create Action Plan to Address Critical Gaps

The Purpose

Build a workforce plan that will enable the organization to meet its strategic business objectives.

Key Benefits Achieved

Create a clear roadmap to meet the talent requirements for the organization.

Activities: Outputs:
4.1 Review internal supply projections.
  • Projections of internal talent resources.
4.2 Prioritize supply/demand gaps.
  • Talent gaps prioritized.
4.3 Determine build/buy/borrow/redeploy for each prioritized gap.
  • Sources for talent gaps determined.
4.4 Develop an action plan.
  • Workforce Planning Management Summary
  • Workforce Planning Workbook

Workshop icon Book Your Workshop

Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

View Active Workshops
GET HELP Contact Us
VL Methodology