Supporting the implementation of Strategic Workforce Planning
What is Strategic Workforce Planning?
Strategic Workforce Planning (SWP) is a systematic approach that enables companies to proactively manage their skills and workforce requirements, as part of GEPP (jobs and skills forecasting) or otherwise. By focussing on long-term objectives, this approach aims to align human resources management with the company’s overall strategy. The SWP makes it possible to anticipate job trends, boost performance and support the development of skills within our teams.
The challenges of Strategic Workforce Planning
The challenges of Strategic Workforce Planning are many and crucial to a company’s long-term success:
- Adaptability: By anticipating future skills needs, companies can react more quickly to changes in the market and in jobs.
- Resource Optimisation: Proactive workforce management enables resources to be allocated optimally, with a strong sense of priority, avoiding staff shortages or surpluses.
- Talent Development: Identifying and developing key competencies enables us to draw up an action plan that ensures employees are ready to meet future challenges by increasing their experience.
- Cost Reduction: Better planning reduces the costs associated with emergency recruitment and unplanned training.
Objectives of Strategic Workforce Planning
The main objectives of Strategic Workforce Planning include:
- Strategic Alignment: Ensure that human resources support the company’s overall strategy.
- Needs Forecasting: Identify the skills and workforce needed to achieve the company’s objectives.
- Skills Development: Implement training and development plans to close skills gaps.
- Performance Management: Monitor and evaluate employee performance to ensure that they are contributing effectively to the company’s objectives.
How to implement a Strategic Workforce Plan?
Putting an effective Strategic Workforce Plan in place requires several steps:
1. Analyse the Current Situation
Understanding the organisation’s current situation in terms of skills, workforce and future needs is essential. This analysis must include an audit of available skills and anticipated needs in line with the company’s strategy.
2. Set Objectives
Set clear objectives in terms of skills development, recruitment and human resources management. These objectives must be aligned with the company’s overall strategy.
3. Identify Skills Gaps
Compare current skills with future needs to identify gaps. This will enable us to determine which skills need to be developed in-house, and what recruitment is needed.
4. Draw Up an Action Plan
Implement a detailed action plan to close the skills gaps identified. This plan could include training, talent development programmes and recruitment strategies.
5. Implementation and Monitoring
Implementation of the plan must be closely monitored to ensure that it meets the company’s needs. A monitoring and performance measurement tool is essential to assess the effectiveness of Strategic Workforce Planning.
Our support
Benefit from recognised expertise in workforce planning, a personalised approach and end-to-end support to help you achieve your transformation and development objectives. Our human resources consultancy assists companies in putting their Strategic Workforce Plan in place. Our services include:
1
Analysis and
Diagnosis
An in-depth analysis of your organisation to identify skills and staffing needs, using a dedicated tool
2
Strategy
Development
Tailor-made strategies to align your workforce with your business objectives
3
Training and
Development
Training programmes to develop the necessary skills and support the development of your employees
4
Management
Tool
Implement a tool and processes to monitor and evaluate the effectiveness of your SWP
