Manage workforce planning

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Presentation transcript:

Manage workforce planning How workforce planning interacts with other HR and management practices Workforce planning RAF

Workforce planning RAF Recruitment Obtaining the right numbers and types of employees Forecast the need for talent –variation in the market and factors likely to change Predict the organisations growth Workforce planning RAF

Performance management Performing employees Improving employee contribution Developing employees Workforce planning RAF

Identify employee potential Organisations and employees capitalise on opportunities eg develop graduate programs and allowing gap year training overseas Workforce planning RAF

Training and development Identify needs Workforce planning RAF

Workforce planning RAF Workplace relations Issues might be change management, expansion or downsizing, technological change, remuneration management, rewards systems, flexible work options Workforce planning RAF

Workforce planning RAF Succession planning Maintaining the necessary suitable employees to cover retirements and resignations, paternity leave Workforce planning RAF

Work/life balance issues Eg offering paid parental leave or study leave so that employees can pursue personal commitments and thereby maximising usefulness of employee skills Workforce planning RAF

Planning objectives and strategies Situations which will require attention include: Modifications to the number of workforce required Retention of the workforce Unacceptably high staff turnover Sourcing skilled labour Workforce planning RAF

Give some examples of these situation in the Illawarra or NSW Workforce planning RAF

Some objectives may include: Becoming an employer of choice Specific objectives for the organisation for recruitment, training, redeployment, redundancy triple bottom line (social, environmental, financial accountability) Workforce planning RAF

Building business capability What does this mean? Workforce planning RAF

Workforce planning RAF Forecast the need for talent –variation in the market and factors likely to change Predict the organisation’s growth Workforce planning RAF

Organisational renewal What are the implications of the aging workforce profile? What are the resignation/ retirement patterns or mature aged workers? What are the patterns of new/graduate entrants Workforce planning RAF

Workforce planning RAF Define Redundancy redeployment Workforce planning RAF

Workforce planning RAF Communicating workforce planning to stakeholders see Standard for examples Engage the workforce from the beginning Inform/explain eg intranet Provide access to planning tools/ information (both for external and external markets) Diffuse misinformation Make sure data collection takes into account diversity of workforce eg surveys vs focus groups Workforce planning RAF

Workforce planning RAF Demonstrate the benefits of participating in the process of workplace profiling Allay fears of downsizing and going offshore if necessary Involve line managers in the process Include employee representatives eg unions Workforce planning RAF

Workforce planning RAF Glossary Business planning -The ongoing process of planning so business operators are able to remain in control of the direction a business takes, and to be able to effectively respond to issues as they arise. Employer of choice -An employer who attracts, retains and motivates employees through factors such as reputation, development opportunities, work environment including facilities, work arrangements, recognition and reward and leadership. Workforce planning RAF

Workforce planning RAF Succession planning -The identification and tracking of employees potentially capable of filling other roles or higher level managerial positions. Workforce planning-The process of forecasting workforce needs and determining the broad range of policies and systems that will create and sustain the workforce in line with business strategy. Workforce planning RAF

Read articles and summarise Workforce planning RAF