
- Have the right resources
- With the right skills
- In the right job
- At the right moment
- In the right quantity
- In the right place
- At the right price?
- What are the Strategic Human Capital needs? This is an integral part of your Strategic Business Planning process and will provide the future direction on numbers, skills, expansions, new products, corporation changes, etc.
- Workforce Analysis of your current organization; Numbers, skills, levels, locations, turnover. This tells you where you are now and with a comparison to your Strategic Human Capital needs you can create a strategic gap analysis.Utilizing a SWOT analysis during this stage will provide insight into emerging trends, technological changes, restructuring, and competition/environmental changes that you might not have considered previously.
- Create an Action Plan to close the gaps and move toward delivering the future needs. This plan will also provide input to most of the other Talent Management areas; Hiring Needs, Training requirements, performance assessments (leads to turnover percentages), and Succession Planning. While examining each of these areas and creating an Action Plan to deliver the future requirements, one will always need to include the financial implications.
- Institute the Plan. Make sure you have full Leadership alignment and participation in the plan. Some of the changes are very positive (training, role alignment, communications) but some carry a high perceived risk (unknown future, personal reassessment vs. future needs) and thus a proactive Communications Plan is a necessity.
- Monitor, Measure and Continuous Improvement Effectiveness. While Workforce Planning is a necessary part of your annual Strategic Planning Process, there are many steps that must be monitored and checked on a quarterly basis; unexpected turnover and changes in the business plan. And no matter how perfect your going in plan is, there are always changes required – that is the nature of continuous improvement.
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This entry was posted in Organizational Development, Talent Management, Weekend Thought, on September 4, 2015
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