As a recruiting and staffing decision maker, you are at the forefront of your company’s strategic business planning process – or you should be. Your role is to ensure that your organization has the right people and the right number of people in the right roles, in order to meet ongoing objectives. To succeed, you must take a proactive, forward-thinking approach as you consider both internal and external changes and integrate HR planning with the overall business plan.
The Benefits of Effective Workforce Planning
Workforce planning gives you a strategic basis for making staffing decisions. It allows you to anticipate and be prepared for change, rather than being caught off guard by it.
A focused staffing plan:
- Gives much-needed structure and direction to workforce demographics and retirement and succession projections.
- Puts current information at your fingertips when the time for those changes arrives.
- Offers a means to identify the competencies needed in every area of your workforce so you can hire correctly and effectively develop your employees.
It’s critical to think in terms of relationship, rather than incident, recruitment. This means understanding what specific types of people, qualifications and skills you will need in the future – and then developing relationships with talent sources well before you have to fill an opening.
As a result of proactive workforce planning:
- You and your team of HR professionals are viewed more as key business partners.
- You have a blueprint to stay the course as you implement your 2016 vision.
- New business developments are more easily incorporated, as priorities shift based on changing needs.
How to Succeed
Most HR pros are in favor of focused workforce planning, but all too often, it gets pushed aside in favor of more reactive work, such as those requisitions that must be filled “yesterday.” It can be challenging to grasp the actual steps involved in your coordinated planning process. Here are a few overall tips:
- Gather your data. Glean information from managers, employees and any other key stakeholders. Ask them a standardized list of questions, including: “What skills, knowledge and abilities are “must-haves” for a position? What are the traits of people who have succeeded or failed in a particular job? How does the role relate to others?”
- Review your current workforce supply. Take a look at the competencies of the people currently available inside your organization.
- Consider your future talent picture. Based on your current supply, add any known variables, such as definite openings, attrition and performance review data. Then factor in unknown variables like possible transfers, terminations and competitive factors.
- Plan to fill the gaps. Analyze the gap between what your company has in the way of organizational talent and what you need, now and in the future. Options can include transfers, external talent acquisition, outsourcing and contracting.
The experienced recruiters and account managers at Select Group, Inc., understand that building an industry-leading team is critical to your success. Contact us today if you need insight or assistance as you start the new year with the right staffing plan in place.