- Development topics, conference presentations, structured network facilitation, Communities of Practice and workshops with access to the latest information available.
- The Workforce Architects Program for skills development in workforce planning and development working across enterprises/organisations, industry sectors, regions and countries.
- Workshops, accreditation, toolkits, ebooks, iPhone apps, vodcasts, podcasts, videos and online networks via LinkedIn and Facebook.
The Workforce Plan Generator™ takes you through the 5 steps to build a workforce plan, collates all your evidence, assists with the analysis of your workforce information, data and feedback, and produces a workforce plan whenever you need one.
- A skills stock take – identifying the total skills within your workforce.
- Competency profiles for job roles – provides a method of describing and measuring the skills required.
- Capability frameworks for organisations, projects, industry sectors, regions and countries – enables you to measure skills and competencies, Key Performance Indicators and targets, values and behaviours.
Workforce BluePrint identifies workforce gaps and issues from the workforce planning process, prioritises the gaps, incorporates existing workforce development strategies, designs new workforce development strategies, and assists with the allocation of resources, responsibilities and timelines.
Develop a Workforce Plan
in 5 Easy Steps
Why? Why do we need to undertake workforce planning? Why is it important? What are our goals for this Workforce Plan? What are the performance measures for our Workforce Plan?
Strategic Objectives What are our organisation’s strategic objectives (link workforce plan to strategic plan)? How does this affect our workforce? What will we focus on?
External Environment What is happening in the external environment (at an international, national, industry, regional or local level)? What policies and initiatives (national, state, local) are being implemented? What challenges are being faced? (for example skills/labour shortages, attraction and retention, funding)
Internal Environment What is happening in the internal environment? What is our business planning process? What are the links between business planning and workforce issues? What current initiatives, projects and services are being provided? What funding sources are accessed? What is the organisational structure? What is the organisation’s current capability and capacity to deliver your products and services?
What is your current workforce profile? What are the current skills and competencies of your workforce? What are your strengths and development needs? What is the consultation with your current workforce telling you regarding workforce issues and what is working well or what could be improved? What are the current workforce priorities, based on your workforce profiling and analysis?
What future products and services will be provided by the organisation (link workforce plan to strategic plan)? What will the future environment require? What are the workforce implications and issues? What is the workforce supply and demand for priority job roles? What future skills and competencies are required? What is the consultation with your workforce telling you regarding future workforce issues? What are the future workforce priorities, based on your workforce profiling and analysis?
What are the key areas of need/action to move from where the organisation is now to where it wants to be especially priority job roles? NOW…Prioritise the ‘issues’ and develop an action plan with strategies to address gaps.
What are the key outcomes of your workforce action plan? How will you evaluate the strategies in your workforce plan? What are the next steps for implementation of your workforce action plan?
Workforce Development Strategies
Incorporate existing workforce development strategies into your plan and identify new strategies, for example
- #1 Priority = Attraction and Recruitment, #
- 2 Priority = Retention and
- #3 Priority = Succession Planning and Transition.