Workforce PlanningA BASIC MODEL

Purpose Define Workforce planning Provide a simple yet effective template Understand the importance of each part Identify what other employee program are interconnected to

workforce planning

May 1, 2023

Troy S. Goodman (C) 2015

Troy S. Goodman (C) 2015

What is workforce planning?

The systematic process to identify and address the gaps between the workforce of today and the human capital needs of tomorrow.

May 1, 2023

Troy S. Goodman (C) 2015

Advantages to Workforce Planning Supports the budget process

Supports the strategic business plans

Serves as a mechanism for identifying critical talent

Identifies shortage of qualified talent to fill critical roles

Identifies skill gaps in the workforce

Overall staff/team development needs can be better identified

Can lead to a successful recruitment strategy

May 1, 2023

Troy S. Goodman (C) 2015

Workforce Planning CycleM

ay 1, 2023

Troy S. Goodman (C) 2015

What are the steps?Step 1: Forecast AnalysisStep 2: Workforce AnalysisStep 3: Gap AnalysisStep 4: Develop StrategyStep 5: Implement Strategy

Should be completed at least annually and then as often needed to support shorter-term objectives.

May 1, 2023

Troy S. Goodman (C) 2015

Step 1: Forecast AnalysisImportance: Analyzing the strategic plans directs what resources you will need.Focus: Objective(s) over the next “x” amount of time

Answer questions such as: • How is my department specifically going to support the objectives of the organization?• What are the key external issues and challenges facing the department that will affect its

mission, strategies, or goals? • What are the key internal issues and challenges facing the department that will affect its

mission, strategies, or goals?• What political or economic concerns may affect our internal or external clients?• What changes (technology innovations, organizational structure, financial etc.) are expected

over the next “x” amount of time?

May 1, 2023

Troy S. Goodman (C) 2015

Step 2: Workforce AnalysisImportance: Provides a collective and individual view of the department/unit in relation to the Forecast AnalysisFocus: Existing department/employee demonstrated strengths and weaknesses

Answer questions such as:• What skills do I need now to meet the objectives?• What skills can be developed over time to meet the objectives?• Which employees have what skills now that meets the objective(s)?• Which employees can develop what skills over time to meet the objectives?• How is the department/unit functioning as a team?• Who are the critical employees and what will I do if they leave? • What is the projected turnover of the team?• Are there any other threats to the functioning of the team beyond turnover?

See the Workforce Analysis Spreadsheet to create a heat map of department and employee weaknesses

May 1, 2023

Troy S. Goodman (C) 2015

Step 3: Gap AnalysisImportance: Analyzes the gap between where you are and the end state. Focus: Skills gap.

Answer question such as:• Do we want to purchase (hire), rent (contract), reassign, or develop the needed skills (or perhaps

all four)?• Do we have the budget to purchase or rent the needed skills?• Do we have the time to develop the needed skills?• What is the estimated time to secure the purchased or rented talent?• What skills are needed to meet the objective(s)?• Do the potential skills needed already exist elsewhere within the company?• Can some existing skills be modified to meet the objective(s)?• What assistance do we need from other regions or outside teams (eg. IT needs)?

May 1, 2023

Troy S. Goodman (C) 2015

Step 4: Develop StrategyImportance: The strategy will assist in ensuring that the appropriate talent is secured as needed.Focus: Developing a project plan that identifies the who, what, when, and how of closing the gap.

Variables that should be considered: Length of time for position approval (if needed) Length of time for recruiting the talent ETO (earned time off) and other leaves from your team

Assistance from the following may be needed: Recruiting Business HR (HR Manager) Other Managers within the organization Finance IT

May 1, 2023

Troy S. Goodman (C) 2015

Step 5: Implement the StrategyImportance: Will secure the talent needed along with identifying any necessary mid-course corrections

Focus: Implementation of the strategy

Implement Workforce Planning similar to other project management strategies

May 1, 2023

Troy S. Goodman (C) 2015

Workforce Planning InterconnectivityWorkforce planning interconnects with the following programs:

Recruitment and On-boarding Competency & Talent Management Annual Performance Appraisal Annual Compensation Analysis Succession Management Project Risk Assessment Checklist

May 1, 2023

Troy S. Goodman (C) 2015

Troy S. Goodman, MA

May 1, 2023