How To Conduct Workforce Planning and Development
How to conduct effective workforce planning and fill skills-gaps in the workplace
Whether you have a couple of employees or are a multi-national corporate, planning your workforce effectively can mean the difference between profit or loss for your business.
Workforce planning is about making sure our business has the capability and capacity to achieve it's strategic objectives. If we don't have the right people in the right place at the right time, nor the resources required for them to conduct their roles safely and efficiently, we quite simply don't have a business - at least not an effective or profitable one.
Staff turnover can cost us more than 150% of that individual's annual salary, while training and retaining our staff correctly can increase our ROI by 7,000%.
Having an inadequately skilled workforce can cost us millions in injuries, deadline overruns an inefficient working practices; and therefore businesses of all sizes in every sector must take stock of the vital necessity to continuously conduct thorough workforce planning and development for the purposes of achieving the business imperatives.
The problem is, that in the few instances that it does happen, workforce planning and development tends to be left as an isolated and reactive activity within a training or HR department, when actually it is required to take place at a holistic organisational level as training is only a fractional component of the process.
Without a proactive whole-organisation understanding of the existing internal human capability and capacity, versus the future organisational requirements, we will forever be reacting to endless workforce gaps, surpluses and problems instead of building and nurturing a profitable, happy and progressively effective workforce.
Having had over 10 years experience in the training, education and workforce development sector and have helped many organisations plan for their workforce needs; I have put together this course to help learning and development professionals, executive leaders, business owners and anyone else involved in the workforce planning and development process to understand the fundamental steps, sources of data collection and gap filling implementation strategies to effectively manage their current and future workforce needs and skills.
In this course you will get:
•The fundamental principles and 5 stages of workforce planning & development
•The 10+ vital functions and benefits of workforce planning and development
•The 50+ methods and sources of data collection to find and anaylse your workforce gaps and deficits
•The 8+ workforce issues faced by all businesses in every sector
•How workforce planning completes a training needs analysis
•The 8 essential workforce planning tools and assessments your business should be conducting
•How to calculate your company turnover rate
•The estimated rate of return on effective workforce planning and development
•How to assess organisational skills gaps
•To how address and fill identified organisational skills gaps
•The 8 major stages to instructional design and development as a gap-filling strategy
•The 7 steps for developing engaging training content that meets the principles of adult learning
BONUS: Extra help, tools and templates available from MainTraining
Sarah Cordiner (BA Hons Ed & PGCE Ed)
Meet Sarah Cordiner
What is workforce planning and development?
What do we mean by workforce capability and capacity?
What are the principle purposes of workforce planning and development?
What are the vital functions and benefits of workforce planning and development?
The 8+ workforce issues faced by all businesses in every sector
How to calculate your company turnover rate
Introduction to The Workforce Planning Model: 5 Stages of workforce planning
Stage 1: Strategy
Stage 2: Data Collection
Stage 3: Data Analysis
Stage 4: Implementation
Stage 5: Evaluate
Tools and assessment strategies
Stage 1: Strategic Objectives, KRAs and KPIs
Stage 2: Starting at the end
Stage 3: Gap Analysis
Stage 4: Competency Profiling & Career Progression Plans
Stage 5: Develop the curriculum
Stage 6: Develop the content
Stage 7: Deliver the training
Stage 8: Evaluate