Generally when you write a workforce plan you cover the same time frame as the organisation’s strategic plan which could be 5, 3, 5, 10 or 20 years depending on your industry and budget cycles.
I like to review my workforce plan every 6 months or if there has been a major workforce change or refocus of the business. For our workforce plan from 2009-2012 we are coming up to version number 4 as January 2011 will give us some time to see where we are up to and what we have achieved.
We haven’t changed our vision, mission, goals or values but the details in our strategic priorities have shifted a little bit as we have recently undertaken an exercise to simplify our brands and further segment our target markets.
As job roles change and we implement workforce development strategies, the framework that measures our workforce capability also needs to change and expand and we will revisit our demand and supply forecasting to see if we are on track.
The workforce planning process basically results in identifying strategies and actions to be put in places to bridge the gap between your current and future workforce. Here’s an easy to use workforce planning template or a checklist if you have already developed a workforce plan.