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

AD16WM Workspace Management Lecturer: Daniel Wong MBA, MSc, BBus. Workforce Planning. Effective Workforce Plans. All share a 4-part theme: Supply Analysis Demand Analysis Gap Analysis Solution Development. Step 1: Review Strategic Plan.

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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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