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Workforce planning: Getting the right mix of skill and experience (PART 2)

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In Part 1 of my article on workforce planning, I discussed the importance of clearly identifying where your organisation is heading and what internal and external drivers are shaping your business direction.

In Part 2, I’d like to give you some tips for getting the balance of skills and experience right in your organisation. 

Once you have determined the optimum organisational structure and identified the skill sets you require for the future, focus on these two key questions:

  • What strategies are available to you to ensure your staffing mix meets your organisation’s requirements? 
  • How can you ensure you have the right capacity in terms of staff numbers, structure and skill set?

If it helps, take a snapshot of where you are currently. A comprehensive audit is often the best way to establish a baseline. However, I understand this can be time-consuming. If you work for a large organisation or government agency, explore the option that others in the organisation may be collection people management data as part of other reporting requirements to assist you.

Information that can be used to objectively review the current position of your organisation includes:

  • Staff demographics and staff turnover trends
  • Current roles, grades or classifications in the organisation
  • Staff numbers and employment mode (eg. full time, part time)
  • Employment status (eg. permanent, casual, contract)
  • Short term or temporary staff
  • Qualifications held
  • Skills and competencies currently held
  • Number of employees in training positions
  • Locations of staff
  • Salary rates and HR budget figures
  • Awards and agreements.

Analysing this information will help you identify those areas which need attention and action.

Once you have this data at your fingertips, consider some of the HR options available to align your staffing mix with your overall business goals.

HR options will typically include one or more of the following:

  • Development or improvement of retention strategies
  • Training and education
  • Restructuring
  • Succession planning
  • Targeted recruitment
  • Redeployment
  • Redundancy program
  • Retrenchment program.

Finally, it’s always important to review how effective the HR strategies you have used in the past have been in facilitating your overall business objectives. Monitoring, evaluating, and if necessary, modifying these strategies regularly will ensure you have a flexible, living plan and that you are using all the resources available to you to meet your organisation’s needs and goals.

If you would like to know more about human resource planning for your organisation, please contact us.

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