Analytical Workforce Planning
In today’s global labour market every organisation faces unprecedented challenges in effectively managing its employees into the next decade and beyond. While workforce productivity and expenditure are pressing issues in today’s complex and challenging economic environment, careful and balanced consideration must also be given to long term endemic issues that include baby-boomer retirements, an ageing workforce, significant skill shortages and changing generational expectations.
To successfully navigate this potential minefield, astute Human Resources professionals will initiate the development and implementation of an effective Workforce Planning program that compliments and supports prevailing business and financial planning strategies. Whether “owned” in the HR Department or elsewhere in the organisation, they will ensure that an integrated process is developed and implemented that embraces the following four key elements: -
- Workforce planning infrastructure
- Workforce labour demand forecasting and planning
- Workforce labour supply forecasting and planning
- Workforce composition & continuity forecasting and planning
Workforce Planning Infrastructure
In the first instance, we will assist you in designing and implementing critical Workforce Planning Infrastructure that will establish the platform upon which an effective Workforce Planning Program can be developed and implemented throughout your organization: -
- Human Resources department synergy and understanding
- Executive education and engagement
- Workforce forecasting and planning metrics
- Workforce planning committee structures, roles & processes
Workforce Labour Demand Forecasting & Planning
With your infrastructure developed and in place, we will assist you in developing a seamless process that enables Department Heads/Line Managers throughout the organization to create labour demand scenario plans and thereafter forecasts for each designated/approved job family/occupational group that will identify: -
- Projected headcount for existing job families/occupational groups that are to be retained within the organization
- New or revised job families/occupational groups necessary to meet future business plans and objectives
- Surplus or obsolete job families/occupational groups that need to be scaled down
Workforce Labour Supply Forecasting & Planning
Once your Labour Demand Forecasting has been finalised, we will assist you in developing a seamless process that enables Department Heads/Line Managers throughout the organization to create labour supply scenario plans and thereafter forecasts for each designated/approved job family/occupational group that will identify: -
- Future labour supply and resourcing capability
- Targeted strategies directed at critical high-risk/at-risk groups
Workforce Composition & Continuity Forecasting & Planning
In the first instance, we will assist you in designing and implementing an integrated set of long-term Workforce Composition & Continuity metrics in order to undertake a comprehensive high level/macro workforce analysis, focussed upon the eleven key performance indicators (as listed below) in order to analyse/determine long term trends and potential adverse implications for your organization.
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Thereafter, we can assist you to: -
- Create and cost (internally/externally focussed) scenario plans that will effectively address identified areas of high risk
- Progressively implement approved strategies on an agreed priority basis
How We Can Help You - Our Range of Consulting Services
- Independent auditing, reporting and recommendations
- Round table discussion sessions
- In-house training workshops
- CEO/SMT presentations (Education & Engagement)
- Project team coaching, mentoring and training
- Line manager training
- Strategy development & implementation