In the June Journal of Corporate Recruiting Leadership, I’ve got an article about strategic workforce planning — a multi-functional discipline encompassing several human resources functions spanning a long-term planning period.
You’ll get much more detail there, but I wanted to whet your tastebuds with this sample paradigm for a workforce plan.
I. Workforce Analysis
a. Organization’s vision and strategy
b. Comprehensive internal employee analysis of core workforce
c. Analysis of labor market relative to your organization’s core workforce
d. Recruitment patterns
e. Turnover patters
f. Retirement patterns
II. Labor Projections
a. Forecast of anticipated core workforce needs
b. Demand of core workforce in the broader market — competition
c. Alignment to organization’s strategic plan
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III. Gap Analysis
a. Documented disparity between where your organization is and where your organization needs to be over time (5 years, 10 years, 15 years)
b. By core workforce job category
c. Aggregate hiring needs
IV. Close the Gap (talent management)
a. Succession plan
b. Workforce development plan — training and education of staff; partnership with community education and training institutions
c. Retention plan
d. Recruitment plan
e. Compensation and benefits strategies that target the core workforce (total rewards)