Workforce planning report template

Workforce planning refers to the process of ensuring an organization has current and future access to the human capital it needs to perform effectively. Workplace planning involves identifying current and future personnel needs and exploring the most appropriate and cost-effective methods to recruit and retain these individuals. Using the template slides, you can divide your HR activities into tactical and strategic. Describe your actions by resource planning, operational planning, workforce tracking strategic, and workforce planning.

The second slide can be used for a continuous improvement system. You analyze your actions, identify right and wrong, make changes to the process and carry it out, and repeat the above steps again.

For example, you can use it to present your hardware or software testing system. The third slide provides an opportunity to describe the key stages of your strategy. The slide will be useful for planners, economists, analysts, and marketers. The template does not require deep knowledge of PowerPoint and you can independently change the size and color of objects without the help of experts. Strategic Workforce Planning is a professional and trendy design template.

This template is designed for succession planning and tracking. For each position you are tracking, list the priority status, potential successors, retirement timeline, training requirements, and other details. Organize the template by status to see which roles you need to focus on first, and keep your workforce strong by planning ahead.

Workforce planning allows an organization to reach its goals by training executives to proactively acquire or develop the talent they need, rather than react as issues arise. Strategic planning helps businesses anticipate future needs based on market changes, growth potential, staff retirement, and other changes.

It is a systematic approach to aligning your workforce with the strategic direction of your organization. Having the right people in the right roles will help any business run smoothly. Workforce planning can help determine employee potential, develop staff to move into future roles, address changing business priorities, and resolve gaps in employee skills and competencies.

One aspect of workforce planning is scenario planning, which involves imagining future scenarios that may impact your business, such as regulatory changes, new technologies, an uncertain political climate, or a natural disaster. Assessing the impact that these scenarios might have on a business can help you prepare for such events and determine what impact they might have on your workforce needs.

After identifying potential scenarios which may be based on internal or external changes , prioritize them based on the impact they would have on your workforce and the level of uncertainty they carry.

Then, analyze the scenarios that present the most impactful and unpredictable challenges and develop strategic resolutions. This is a complex process, but it can provide vital information to help mitigate future issues. Whether you are focusing on a particular issue that you need to address, such as projected budget cuts or market changes, or using workforce planning as an ongoing method for ensuring that your workforce is on track for meeting business objectives, the process usually involves six stages:.

Organizational Strategy : This is an opportunity to clarify the direction in which your organization is heading in the next three to five years and look closely at strategic drivers.

What are the short and long-term goals? How are market trends shifting, and what is your competition doing? What policy, economic, or workforce challenges will the organization be facing? This stage serves two purposes: to clarify the broader organizational strategy in order to make sure that HR strategy aligns with it, and to identify issues that may impact your workforce.

Workforce Supply Analysis : Examining your current workforce situation and projected changes over time involves creating staff profiles and compiling employee characteristics, such as age, location, salary, employment type, skills and competencies, worker satisfaction, turnover rates, numbers of employees at different levels, and pending retirees.

The goal is to understand how well your workforce currently supports your business strategy, what skills it has to offer, and how you expect it to grow or decrease in the near future. Demand Analysis : The information in a demand analysis consists of what type and amount of work an organization performs and what kind of changes it anticipates.

Here are some questions to ask when analyzing workload demand: How much work do you expect to have each year? How many employees do you need to execute that work?

What is driving the work changes — increased efficiency or other changes? Does the current workforce supply match the forecasted demand? When it comes to your workforce plan, you need to understand this fact because some of your talent needs might be right in front of you.

Consider this: every day, roughly 10, Baby Boomers are hitting the traditional retirement age. This trend - known as the Silver Tsunami - is expected to continue for at least the next decade, meaning that there is a generational shift currently underway in the workforce at large. While you may have already heard of this statistic, very few organizations are actually doing anything about it.

Pitt-Catsouphes and her colleagues examined US-based businesses back in and found that only 37 percent of companies had a plan on the books to keep members past retirement age despite many organizations claiming that these workers were some of their most valued. By figuring in these demographics into your workforce planning template, you can easily see how you can handle various problems before they happen. The generational shift is only of the many trends currently dominating the HR space, but proper planning can make you ready to any and all challenges.

You should look at what tasks your current staff is handling and see if they are itching for further development and new opportunities, which can help with retention and also fix some workforce planning issues at the same time. Besides keeping your business on track talent wise, a workforce planning template can help you better prepare for large shifts in the workforce at large.

For example, with Baby Boomers reaching retirement age, you have to make sure you have a plan of action in place to either retain them longer or develop new talent to take their place.

You can learn more about this specific issue here. This means that with a proper plan, you can seriously give yourself a competitive advantage.

Learn about us. What services do you need? Workforce Planning Template: The Process Like any tool or service, workforce planning templates aim to align a process with an intended goal.

According to SHRM , this is what the workforce planning process strive to accomplish at a high-level: Align strategic goals with available talent or talent needs Break down this talent pool to understand where you are lacking. Try breaking them up by expense, location, reporting area, etc. Create a reporting system for managers to easily understand where they need to invest in more talent for their future goals. Create metrics so that leaders can easily see talent risk and reward to better plan for future projects and goals.

Use these tools and metrics to accurately calculate talent costs, limiting the amount of unforeseen costs.