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Workforce planning

Workforce planning consists in analysing your company’s workforce and determining the steps you must take to meet current staffing needs and forecasting the future ones. When you act with purpose, you build your future. Workforce planning helps companies form teams that work well together for impactful, long-term results. It also improves stakeholder relations and shapes the employee experience.

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Remote work in times of Coronavirus

How Workforce Management tools can help you As the Coronavirus spread, the question rises for every CEO or HR professional: is our organisation prepared to deal with the coronavirus crisis? Do we have the right systems and processes in place

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What is workforce planning?

Strategic workforce planning is one of the most powerful tools international companies can use within an increasingly competitive market. The ultimate goal is to ensure that the organisation has the right people, with the right skills in the right places at the right time, to fulfil its strategic objectives. While most organisations realise the need for better planning, many still lack the right tools, such as workforce management solutions, time and attendance or employee expenses management software.
Having a good people management program helps companies to:

  1. Reach their financial objectives through the connection of people, processes, and technology. The workforce is a major source of revenue and costs. The finance department must analyse workforce data to get useful insights for strategically allocating resources, hiring the right people at the right time, initiating programs that nurture talent, etc.
  2. Improve employee experience. People must be at the centre of workforce planning, because your organisation will gain business agility, productivity and profitability through the efforts of engaged employees. That starts with having flexible workforce plans that are tailored to the employees’ needs.
  3. Promote collaboration. Teamwork broadens horizons. Identifying interdepartmental connections can only be obtained through collaboration.

Stages of workforce planning

  1. Setting the strategic direction
    Understand key mission goals and future objectives set by organisation leadership and how the workforce needs to be aligned to achieve them. Identifying organisational strengths and challenges, possible regulation changes, key strategic relationships…
  2. Supply analysis
    Understand the current workforce, how it is projected to change over time and how well it aligns with the business strategy.
  3. Demand analysis
    Understand the organisation's current and future workforce requirements. What drivers affect the workload?
  4. Gap analysis
    Understand the gaps between workforce demand and supply and identify those that have the greatest impact on organisational performance. Are there certain occupations that require hard-to-find skills?
  5. Solution implementation
    Apply the right workforce interventions to close identified gaps. Articulate the benefits of workforce planning. Identify the metrics that will best help to monitor workforce challenges.
  6. Monitoring progress
    Regularly monitor the performance of the implemented solutions. Continuously improve and update them to maximise their effectiveness.

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