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Strategic workforce planning

Discover

Module 1 – learn about strategic workforce planning

Learn about strategic workforce planning

Aim

The aim of this module is to:

•

learn about strategic workforce planning in

the context of the Victorian public sector

and why we do it

•

gain an understanding of the strategic

workforce planning process

•

understand the outcomes of strategic

workforce planning and the intersection with

other HR/business activities.

Objectives

By the end of this module, you’ll understand

what strategic workforce planning is and the

stages you’ll work through.

STRATEGIC WORKFORCE PLANNING

 2

Overview of strategic workforce planning

Current Workforce

Planning process to 

align workforce to future business needs

, and

determine what you need to do to 

create, access and mobilise the

workforce required

.

Future Workforce

Requirements

Skill

Size

Site

Shape

Source

Achieve strategy and

meet business needs

STRATEGIC WORKFORCE PLANNING

 3

Objectives of strategic workforce planning

Identify future scenarios

Clarity on workforce required

Access and mobilise

workforce needed

Efficient resource utilisation

Opportunities for technology

adoption

Informs people initiatives

required

STRATEGIC WORKFORCE PLANNING

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Strategic workforce planning outcomes:

a link between business needs and people initiatives

Business needs

Workforce

architecture

Skill

Source

Shape

Site

Size

People

initiatives

Including but not limited to:

Learning and Development

Capability Development

Employer Branding

Talent Acquisition

Employee Experience and Engagement

Succession Planning

STRATEGIC WORKFORCE PLANNING

 5

Overview of the strategic workforce planning methodology

1. Discover

Change Drivers

Future Scenarios

Value Chains

2. Design

Skill

Source

Shape

Size

Site

3. Build

Gap Analysis

Roadmap

Governance

STRATEGIC WORKFORCE PLANNING

 6

Discover stage

1.

Identify drivers of

change

Social

Technology

Environment

Economic

Policy

2.

Discover

alternative

scenarios

Growth

Limits

Collapse

Transform

3.

Shortlist potential

scenarios

Past

Present

Future

4.

Discover ripple

effects of scenarios

5.

Map critical outputs

and processes in

each scenario

STRATEGIC WORKFORCE PLANNING

 7

Design stage

1. Skill

Determine capabilities

and roles required

Capabilities

Roles

Outputs

Demand Drivers

2. Source

Determine capability

sourcing strategy

3. Shape

Determine best fit

team structure

Functional

Divisional

Matrix

Agile

4. Size and Site

Identify factors determining

workforce capacity requirements

STRATEGIC WORKFORCE PLANNING

 8

Build stage

1.

Where relevant, revisit and

validate strategic workforce

planning outputs with supporting

evidences

2.

Conduct gap analysis to

determine change impact

As-is

Skill

Size

Site

Source

Shape

+

Culture

To-be

Skill

Size

Site

Source

Shape

+

Culture

3.

Establish roadmap that addresses the following principles

Generate Urgency

Form Working Group and

Governance

Visioning and Initiatives

Resourcing Requirements

Enlist Volunteers

Remove Barriers

Generate Short Term Wins

Build Momentum

Institute Change

Monitoring and Continuous

Improvement

STRATEGIC WORKFORCE PLANNING

 9

Evaluation matrix







EVALUATION MATRIX

Evaluating the need for strategic workforce planning

1.

Plot business area into the disruption vs.

preparedness matrix

2.

Further differentiate using the sourcing vs.

pace of change quadrant

3.

Prioritise

areas for

strategic

workforce

planning

1 = high need,

9 = low need

STRATEGIC WORKFORCE PLANNING

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End of presentation