Workforce Planning: Workforce planning template tips & tricks

To optimise your organisation’s performance and improve operational results, you must undertake workforce planning. Workforce planning is a comprehensive exercise that aims at ensuring the best utilisation of company existing resources such as employees and equipment in order to deliver on stated objectives.

The following are workforce planning template tips & tricks for you.

Have a Worker Leader at the Top

If you want your workforce plan to be effective, let someone from your HR unit lead it. If there’s no one in charge then the strategy will not have a clear direction hence delaying everything.

Choose Criteria

Develop an effective workforce plan based on some internal data collected by yourself. Due to the possibility that the talents you require to achieve your goals could be drastically different, what works for one business could not work for yours. Time data and other important criteria can show you where your labor force stands today and where it should be in 1 month, quarter or year ahead of the time.

Confer with Visionaries About Future Plans

A single brainstorming session isn’t enough for workforce planning. For example, if you want an adaptable workforce that succeeds no matter what, then you need to regularly set aside time to discuss your workforce strategy.

How is a Workforce Plan Made?

Before designing your workforce plan make sure that there is a leadership position established with one of your HR staffs heading up its operation. This means that just one person who oversees everything simplifies the process.

Here are things I would do if I were creating a practical strong workforce plan:

• Define strategic objectives
• Evaluate staff and find out which skills are lacking most urgently (gaps).
• Make an action-oriented checklist including concrete next steps
• Do and evaluate

5 Main Factors of Workforce Planning

Strategise: Determine your strategic objectives so that you may plan your course of action.Establish who will ensure success within this area while still maintaining oversight over your workforce.

Analyse: Use data analytics to assess your staff and spot skill shortages that may have an impact on your hiring approach.

Plan: Create an action plan that outlines specific activities to be taken to overcome skill gaps in the organisation.

Execute: Delegate duties to the appropriate departments and carry them out. For example, make a list of what the ideal employee should look like and give it to human resources for hiring purposes.

Evaluate: Evaluate how it went so you can improve next time.