Develop a Workforce Plan to Address Talent Needs
Implement a clear and straightforward workforce planning process aligned with organizational capabilities.
RETIRED CONTENT
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 This content is not maintained and may contain information or links that are out of date.Inefficient workforce plans can lead to: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.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
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: | |
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1.1 | Identify pain points and desired project outcomes. |
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1.2 | Review organizational strategy documents. |
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1.3 | Conduct a PESTLE analysis. |
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1.4 | Conduct a SWOT analysis. |
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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: | |
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2.1 | Review existing competencies. |
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2.2 | Develop new key competencies. |
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2.3 | Select a list of key competencies. |
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2.4 | Explore the relationship between key competencies and current roles. |
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2.5 | Identify critical roles. |
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2.6 | Choose roles to include in workforce plan. |
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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: | |
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3.1 | Construct workforce scenarios. |
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3.2 | Project demand for critical roles. |
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3.3 | Construct internal supply projections. |
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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: | |
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4.1 | Review internal supply projections. |
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4.2 | Prioritize supply/demand gaps. |
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4.3 | Determine build/buy/borrow/redeploy for each prioritized gap. |
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4.4 | Develop an action plan. |
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