1. 1. WORKFORCE PLANNING ( HUMAN RESOURECE PLANNING) By Dr. Arbab Akanda

2. RIGHT PEOPLE, RIGHT TIME, RIGHT SKILLS  Introduction  What is workforce planning  A defitition

3. RIGHT PEOPLE, RIGHT TIME, RIGHT SKILLS  Overview:  The HR professionals believe that having people resources in place to deliver short-long term objectives – should be a core process of human resource management.  Workforce planning should be a prominent HR activity within the HR agenda to enable sustainable results.

4. Introduction Workforce planning is a future oriented HR activity for better decision-making about the future needs of the business in terms of its people resources. THE KEY MESSAGES:  Workforce planning is an integral part of people management and provides the context for most other activities concerned with the acquisition, development and deployment of people resources  Workforce planning flows from organizational strategy and links people management into the operational business process  The planning should be organization-wide and requires

5.  Effective communication between HR and the business as well as input from a variety of stakeholders  Good quality information is vital for good planning and this information must flow both from within the organization and from external sources  The information should contain an appropriate mix of ‘hard-based information to inform short term and ‘soft’ strategic intelligence to plan for the future

6. Introduction Workforce plans should not be overly complicated but must address both current and future needs Workforce plans should not be overly complicated but must address both current and future needs Workforce planning needs to be robust enough to manage the business in the short-term while flexible enough to cope with a range of future scenarios The practice of workforce planning varies considerably but there are a number of common issues driving processes to identity, collect, analyze and communicate information. 

7. Introduction  Evaluation and review should be embedded into the process of workforce planning with information on outcomes feeding back into the planning cycle.  The HR view from the professional perspective:  Workforce planning is a core HR process and presents an important opportunity for HR to ‘raise the bar’ and be involved in building the strategic plan for the future of the business.  Although HRP is recognized but only in rhetoric because there is a ‘knowing-doing’ gap  The aim of this study is to help practitioners with better HR planning skills and it will include models and case studies.

8. Introduction The need for organizations to have the right people, in the right place, with the right skills at the right time, is one that is agreed by all HR professionals and entrepreneurs in theory. In reality, few organizations employ the workforce planning tools in a systematic manner. The strength of an organizations emerges from the quality of its human resources. Some associated terms reflected in HR practices without any systematic HR planning are:

9. Introduction  Succession planning  Talent management  Demand and supply forecasting  Skills audit/gap analysis  Risk management  Outsourcing  Career planning  Recruitment and selection  etc

10. Introduction What is workforce planning?  There are a wide range of definitions.  No commonly understood definition  Activities reflect practice without reference to systematic HRP  The definition:  Workforce planning is ensuring labour is correctly allocated to each project in order to achieve customer service schedule  According to CIPD, ’Workforce planning is a core process of human resource management that is shaped by organization strategy and ensures the right number of people with the

11. Introduction  With the right skills, in the right place at the right time to deliver short-and long- term organization objectives  Workforce planning is forecasting supply and demand-understanding what you have got now and what you might need in the future

12. Reflection points  Do you know of any organization carrying out workforce planning? (does not have to be by the name: workforce planning: it could HRP, recruitment and selection, training etc  What are the objectives of workforce planning  What is working well currently, and where are the challenges for the future?

13. Conclusion  Thank you all  Have a pleasant evening