The Important Components of Workforce Planning
Added on - 21 Apr 2020
Running head: MANAGE WORKFORCE PLANNINGManage workforce planningName of the student:Name of the University:Author’s note
MANAGE WORKFORCE PLANNINGIntroduction:Workforce planning is the strategic alignment of the organization’s workforce with thatof organizational needs and goals. It is a continual process where the main purpose is to ensurethat all organizational, legislative and regulation objectives are achieved through theimplementation of the workforce development strategy. The important components of workforceplanning includes analyzing the strength of current workforce, identifying immediate and futureneeds of workforce and implementing strategic steps to fulfill unmet needs of employees. Theimportance and benefits of workforce planning is that the process ensures getting the rightnumber of people with rights skills in the organization. This eventually has an impact onorganizational mission, budget planning and strengthening workforce competencies1.The mainpurpose of this report is to understand the important components of workforce planning andanalyze the impact of different internal and external factors on workforce plan. The importanceof contingency plan is also discussed to overcome challenges during the workforce developmentprocess.Important aspects of workforce planning:The common components of workforce planning for any organization include:Forecasting and assessment:Workforce planning consists of staffing and scheduling decisions to determine thenumber and types of employees to be hired or dismissed in an organization.The process initiateswith the development of mission, vision and business objectives of the organization and1Armstrong M, Taylor S. Armstrong's handbook of human resource management practice. Kogan Page Publishers;2014 Apr 3.
MANAGE WORKFORCE PLANNINGassessment of the number of workforce and skills needed to fulfill different objectives. Thisprocess of forecasting helps organization to achieve balance between supply and demands andfind our better strategies for agility and value of business. The human resource professionalsplays a crucial role in forecasting the type of talent needed in organization and developingrecruitment strategies accordingly2. For example, when a new company is going to start business,they engage in workforce planning by setting different roles required from top to bottom in anorganization to accomplish business objectives.In addition, already established companies engage in maintaining employment stability.This is necessary because of changes in skills mix due to technological advancement and otherissues in business. For example, in the health care industry, the main deployment of health carestaffs with requisite skill is critical for efficient service delivery in the area of cost, quality aswell as quantity. Failure to deploy enough staffs often leads to shortage of clinical staff oroversupply. Shortage of staffs is associated with many negative outcomes such as burnout andmedical error, whereas oversupply leads to economic efficiencies in the health careorganization3. Hence, human resource planning is address pitfalls and promotes efficiency inbusiness.Leadership development:Leaders also play an important role in human resource planning. They are involved inmaking progression plan for important positions, developing skills of existing employees,2De Bruecker P, Van den Bergh J, Beliën J, Demeulemeester E. Workforce planning incorporating skills: State ofthe art. European Journal of Operational Research. 2015 May 16;243(1):1-6.3Lopes MA, Almeida ÁS, Almada-Lobo B. Handling healthcare workforce planning with care: where do we stand?.Human resources for health. 2015 May 24;13(1):38.
MANAGE WORKFORCE PLANNINGmentoring them and assigning employees into different projects. Mentoring role is mainly givento senior employees to maintain and develop the talents and skills of employees. Although younggraduates come to business organization with academic knowledge and zeal, they lack the skillsunderstand specific business or corporate dynamic4. Hence, mentors support new employees toovercome challenges in job on a daily basis and learn new tactics to overcome certain challengesin the job.Both leadership and workforce development are an important component that decides thesuccess of business organization. Training for leaders and workforce development is effectivewhen leaders and employee develop the required competencies to achieve desired businessobjectives. A strong focus on training and development is also beneficial in complementingtalent acquisition strategy. Well trained leaders and employees eventually support theorganization to gain a competitive edge5. However, there are many challenges in the process oftraining and development process which may hamper the purpose of training. There is a need toevaluate the impact and success of training to ensure time and investment is done in the rightarea to get the right results. A research done on impact of training and development ofemployees on employee performance in the telecom sector has revealed that performance ofemployee’s improved and proper training method also increased the satisfaction level ofemployees. Barriers in participation in training program is seen when employees are not aware4Ladegard G, Gjerde S. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methodsstudy assessing leadership coaching as a leadership development tool. The Leadership Quarterly. 2014 Aug31;25(4):631-46.5Wilson JP. International human resource development: Learning, education and training for individuals andorganisations. Development and Learning in Organizations. 2014 Jan 28;28(2).