COE’s Strategic Workforce Planning tools allow organisations better meet the challenges of a rapidly changing economy. By firstly using business strategy to align shifts in demand with the existing and future supply of human capital, organisations optimise the workforce to meet business goals, increase market share, and improve employee engagement.
First of all, strategic workforce planning is a major project for every organisation that wishes to embark on this ‘investment’. A typical challenge teams will face when conducting strategic workforce planning is the lack of buy-in from the leadership team, starting with the lack of involvement of HR in strategy planning and hence resulting in a missing link between workforce priorities and business strategy. Therefore, it needs to be prepared carefully. Proper preparation includes:
Consequently, strategic workforce planning should be done after a thorough workforce analysis. Hence, the basis for this workforce analysis is the system of core and support processes run by the workforce.
“If you don’t know the tasks you want to plan workforce for, your workforce planning is at the mercy of chance!”
Thus, workforce analysis without accompanying process analysis could lead to having the right workforce for the wrong process. Therefore, the logical steps for strategic workforce planning are: (i) understanding business priorities; (ii) translating them into process priorities; and (iii) deriving workforce priorities out of both.
In summary, by employing business strategies to align shifts in demand with the existing and future supply of human capital, organisations optimise the workforce to meet business goals, increase market share, and improve employee engagement. Thus, workforce planning allows organisations to better meet the challenges of Singapore’s rapidly changing economy. Since no one is able to predict the future, the best workforce planning tool is the one that caters for many different scenarios and establishes a robust system to deal with them. Read more…