1. Strategic Workforce Planning

2. Framework
Strategic Workforce planning allows companies to develop integrated plans to build the capabilities required for future success.
We do this through a robust five stage process.
The scoping phase requires a deep dive into the key drivers of the firms’ strategy and builds hypothesis for key talent implications, critical roles and capabilities needed to achieve it.
In the analysis phase we utilize advanced talent analytics to review workforce composition, talent drivers such as: pay, retention and promotions, project future workforce requirements based on business growths projections and provide as well, an analysis of the external talent market.
The quantitative analysis is enriched through in depth qualitative reviews and interviews of senior stakeholders to develop a robust diagnosis of current and future workforce needs.
In the analysis phase we gather valuable insights that uncover potential talent gaps as well as issues in the existing talent infrastructure of the company, these insights allow us to move to the ideation phase where concreate actions plans are developed to address gaps and capability issues.
The plans are detailed and integrated, as for each action six talent levers are reviewed: acquisition, development, leadership capability, functional expertise, organizational setting and rewards.
The next phase is prioritization, as resources and time are constraints to manage, we do this through a risk/impact matrix that allows the firm to focus on the actions that will have the highest payout for the success of the business.
After the actions are prioritized they are laid out in three-year plans with detailed activities by quarter, to allow for proper tracking and resource allocation. The plans are signed off by senior manager to move then to the execution phase.

3. SWP is Part of the Business Planning Cycle
Strategic Workforce Planning, Talent Analytics, and Workforce Optimization
Annual Business Planning
Business
Strategic
Planning process
Prioritised
action plans
Input to Business Planning process
Business
Planning
Strategic Workforce Plans: Key Questions
Will we have the workforce required to achieve the business strategy?
Where are the gaps (in terms of quantity and capability) and how will we fill them?
Workforce
Planning

4. Five Step Process Project Management Annalyze Scope Ideate Prioritize
Sign-off & Execute
Scope 1
Annalyze
Present, Future, Internal and External Scenarios
Ideate
Options, Choices & Strategy, Resources
Prioritize
Risk and Impact Analysis 2 5 3 4
Project Management

5. Robust tools in each step
Scope
Annalyze
Ideate
Prioritize
Sign-off & Execute
Review SMC Framework
Understand talent needs
Create possible solutions
Step-back
Identify tracking measures
Phase 0
Review Case Studies
Provide insights based on data
Compare and contrast options
Validate in future scenarios
Develop leadership presentation
Revisit Project Charter, etc.
Prioritize critical gaps
Create an action plan
Ensure it works in the market
Secure AOP funding
January
September

6. Scope Review Strategy and Identify must-win battles
Define initial talent
Implications of strategy
Identify Critical Jobs / Capabilities

7. Annalize Understand the talent we have Assess the external landscape
Forecast the talent we will have and will need
Leverage analytics to understand why things are happening

8. Ideate From Insights to Actions
Design detailed solutions with clear deliverables

9. Prioritize
Prioritize critical gaps according to Impact/Risk matrix

10. SMM <Presenter Name>
Sign-off and Execute
Function
Function
Function
Function
Capabilities
Identify and Assess
Critical Roles
Functional Training
Annual training calendars developed to address 14 key capabilities across all functions
~20 face-to-face courses available for key functions supported by additional Corporate University offerings 1
Leadership Programs
Common leadership gaps based on assessment findings
Face-to-face programs for top, middle, line management
Training to accelerate our HiPos and build robust succession program 2
Buying talent
Building pro-active market maps for all critical roles 3
Deliverables to Build Capability
Org Design evolution
Rethinking career paths and driving efficiency 4
Reward Critical Talent
Launching differentiated Total Rewards approach for critical cohorts as defined by SWP 5
Identify, Develop Critical Talent
Implementing “Talent Academies “ to accelerate development, engage, and proactively manage the careers of local talent
Continue sponsorship and support of Top Talent via Talent Committee 6

11. Annex

12. Project Charter & Project Management Tool

13. Detailed Action Plans