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Workforce Planning

Workforce Planning. Lynda Tarpey Hasca Ltd. Workforce Strategy? Workforce Plan?. What do you want to achieve? With your services With your document What can you achieve? Politics Resources What fits for today’s workforce? Who are they? Where are they? 75/80% outside LA control

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Workforce Planning

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  1. Workforce Planning Lynda Tarpey Hasca Ltd

  2. Workforce Strategy?Workforce Plan? • What do you want to achieve? • With your services • With your document • What can you achieve? • Politics • Resources • What fits for today’s workforce? • Who are they? • Where are they? 75/80% outside LA control • Who controls/motivates their development?

  3. Workforce Planning Process(Text Book Stuff; Torrington Hall & Taylor) • Statistical model • A statistical model is most useful in situations where the environment is unlikely to change and where staff roles can be rigidly defined. • Person Centred Planning • Holistic Human Resource Planning is concerned with motivating people and maximising their skills. This is effective in situations where environmental factors are changing, where staff are scarce and diversity is an asset.

  4. ADASS & CSIP document suggests commissioning a workforce. • Commissioning at 3 Levels: • Individual • Local • Strategic “This will allow a feedback loop of individual needs, local requirements and overarching workforce development which is flexible enough to meet people’s needs, but in sufficient supply to ensure that, within the local population, there are the necessary skills, knowledge and competencies available to deliver services.”

  5. Components of general workforce planning • Vision • Risk enablement • Consultation • Service Users • Partner organisations • Communication • Stakeholders • Providers • Whole system monitoring and review

  6. Information • Drivers • National situation • Local situation • National drivers • Local drivers • Employment condition - whole system • Resources • Existing workforce skills, knowledge and competencies • Future workforce skills knowledge and competencies • Gaps in skills knowledge and competencies • Monitoring and review process • Additional universal service issues • Workforce products available • Nationally • Locally

  7. Data (NMDS) What are the issues? • Verification • How accurate is it? • How do you know? • Interpretation • Who can interpret the data • How are you going to use it? • Universality • How do you collect a full picture?

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