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AD16WM Workspace Management Lecturer: Daniel Wong MBA, MSc, BBus

Learn the 7-step process for creating workforce plans that align with strategic goals, from supply to solution development. Understand the importance of change readiness and how to evaluate and adjust your plan for ongoing success.

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AD16WM Workspace Management Lecturer: Daniel Wong MBA, MSc, BBus

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  1. AD16WM Workspace ManagementLecturer: Daniel Wong MBA, MSc, BBus

  2. Workforce Planning

  3. Effective Workforce Plans All share a 4-part theme: • Supply Analysis • Demand Analysis • Gap Analysis • Solution Development

  4. Step 1: Review Strategic Plan Workforce planning identifies human resource needs and strategies for meeting those needs in order to ensure you achieve your strategic plan goals. Step 1 provides the context and scope for your workforce planning efforts

  5. Contextof the Workforce Plan What impacts your efforts? • Direction of the agency – Strategic Plan • Customer expectations • Emerging developments in technology • New legislation • Changes in funding • Changes in external environment

  6. Scopeof the Workforce Plan • Nature of Scope: • Individual key positions • Titles or title series • Occupations • Scale of Scope: • Single position • Program area or division • Agency as a whole

  7. Step 2: Identify Work Functions Clearly identify the functions you will need to achieve the goals of the strategic plan (within the chosen scope) • Focus on the functions,not the people doing them • Start with a clear understanding of existing functions of the organisation

  8. Step 3: Identify Staffing Requirements Identify staff that will be needed to perform the functions within the scope. It includes: • The knowledge, skills, abilities (KSAs), and personal characteristics or competencies staff must have to be successful in performing each of the functions • The number of staff needed with each KSA or competency set

  9. Step 4: Project Workforce Supply Profile your current work force (as defined by your scope), and determine what the supply will be after expected attrition: • Past actual attrition may or may not be an accurate predictor of future attrition; it is one variable to consider • Estimated attrition rates should be based on a number of variables, including demographic factors and historical patterns of attrition

  10. Step 4: Project Workforce Supply (Cont’d) • In order to project your workforce supply, calculate past attrition by: • Adding up the number of employees who left the agency and • dividing by the total number of employees

  11. Step 5: Analyze Workforce Gaps Compare the expected staffing requirements (Step 3) with the projected supply (Step 4) and identify the gaps between the two: • The gaps will be mainly in these areas: • Inadequate supply of qualified people in jobs that will likely remain the same • Inadequate supply of people with the competencies to perform functions needed in the future • Excess staff performing obsolete or declining functions, or functions likely to be outsourced

  12. Step 6:Develop Priorities, Solutions and Implement Develop potential solutions to meet staffing needs on your priority list and then implementthe best solutions Step 6 consists of three sub-steps: • Prioritize the areas with the most pressing needs • Identify solutions to close the gaps in these areas • Implement your solutions

  13. Step 7: Evaluate the Plan To ensure that the workforce plan is effective on an on-going basis: • Assess what's working and what's not • Make needed adjustments to the plan and solutions • Address new workforce and organisation issues that might occur • Establish how you will continue to monitor the plan

  14. START THE PROCESS

  15. Why Change Readiness? • Workforce Planning is a continuous, long term process because: • There are not enough people to fill the positions being vacated by the Baby Boomers • The estimate is that it will be about 15 years before there are enough people to fill available positions • As this is a long term and significant program you need to understand the readiness of your organisation for the change

  16. Change Readiness • It is important to know where your organisation is right now in order to develop an effective Workforce Program • There is not a right or wrong answer – there’s just what is so at the moment • Constantly moving targets Think UP!!

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