Key Considerations in Implementing Workforce Plans
Like any plan, the key is not the plan itself but in implementation. This is the case therefore also for workforce strategic planning, particularly in our forever changing environment. The plan is the starting point, however as they say – fail to plan, plan to fail.
Workforce planning is defining what the organisation is going to do as a whole to meet the workforce needs of the organisation into the future. What action to take today to provide the workforce we need for tomorrow. It is the strategic alignment (right skills in the right place and at the right time to deliver short and long term business objectives) as well as growth and profitability. Workforce Strategic Planning is about making sure the business has workforce capabilities, performance and accountability to meet the needs of business strategy and thus making a significant contribution to the success of any organisation but it’s not the plan itself it’s in the implementation.
Some benefits of Workforce Strategic Planning; is having the ability to respond quickly and more strategically to change, improve efficiency, effectiveness and productivity, and strengthen capability to support achievement of the organisation now and in the future and therefore maximising the ROI in their people.
There is a lot to be considered in a workforce plan such as; as mentioned in a previous blog – Have you considered Future Trends, historical workforce trends and indicators, Industry trends, future trends, Industrial Relations considerations, current issues in the workplace, workplace culture, engagement and most importantly, the needs the of the business, the vision, goals and plans for the future.
Whilst each step of workforce planning is important the implementation of any plan is in the implementation itself and therefore worth exploring in a little more detail. Some of my considerations in implementing Workforce Strategic Plans are;
- Ensure the business is involved and owns the plan, of course throughout the planning but also through the implementation and with this you ensure leaders and key players are kept informed.
- Ensure responsibilities of action within the plan are clear and support is provided
- It is vital that specific change management practices form part of the implementation process, which I have also raised in a previous blog – Does anyone think… or, that is, think about the human factor?
- Ensure that employee governance (industrial relations and workplace health & safety) are considered and implemented as part of the process
- Communication and Consultation, important for many reasons but will assist with engagement
Then don’t forget to monitor, evaluate, review and adjust – just as you do your business plan.
At HR Business Direction we are able to assist with your Workforce Strategic Planning. Contact us here.
Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au
