Develop a Workforce Plan to Address Talent Needs

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

Onsite Workshop

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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

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