Human Resource Management
When putting a workforce plan together, people professionals should consider:
Inputs to the plan: What information will be relevant? Does the organisation have
good quality data?
Communication: Supporting managers to act on the plan and using appropriate
language and data.
Measurement and evaluation: What criteria will be used to assess the success of
the plan? How will it be reviewed and refreshed?
The following points are key in workforce planning:
It starts with the organisational strategy and business plan.
It should be ‘future-focussed’ to enable the organisation to deliver the business
strategy.
It should be flexible enough to deal with constant change.
It’s a dynamic process and should be subject to constant feedback and review.
It’s not just about numbers. It is also about skills, potential and how these are
deployed and organised.