Workforce Planning: Positive and Negative Impact on Business Performance

This report discusses the positive and negative impact of workforce planning on business performance. It covers the advantages of workforce planning such as maximising profit, improving employee retention rate, and aligning HR processes with business strategy. It also discusses the negative implications of poor workforce planning such as decreased productivity and performance, high employee turnover, and increased costs. The report includes a personal development plan with a skill audit and remedial goals.

Research and Writing

Table of Contents
INTRODUCTION...........................................................................................................................3
PORTFOLIO TASK GUIDANCE .................................................................................................3
Report..........................................................................................................................................3
Reflective writing........................................................................................................................3
Personal development plan.........................................................................................................3
Analyse Personal Skill Audit......................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
This project is based on research and writing which is divided into three section such a
report, reflective writing and personal development plan. Within this report the chosen topic is
workforce planning. Thus, this report depicts about the negative as well as positive effect of
workforce planning on the performance and productivity of business.
PORTFOLIO TASK GUIDANCE
Report
Workforce planning generally means analysing, planning and forecasting the demand and
supply of the workforce. It helps in determining the gap and target talent management
intervention for identifying the right people with right talent (Farrow, 2022). Workforce planning
is a process of identifying the right candidate for the right job position so that they can contribute
their productive outcomes in making business successful (Asamani, Christmals and Reitsma,
2021). There are different factors which influence the workforce planning such as organisational
culture, education, changing workforce demographics, job trends and many other factors (Willis,
Cave and Kunc, 2018). Thus, through workforce planning, company can plan and prepare for the
things in significant way.
Workforce planning provides positive impact on the success of the business. It helps in
maximising the profit, avoiding surprises as well as ensuring long-term success in the
organisation. It help in preparing the employees for the future risks in order to perform their task
in efficient manner (Farrow, 2022). Workforce planning decreases the hiring costs of the
company as it ensure them to increases the talent in the organisation due to which company does
not need to spend more on hiring new talented employees in the organisation. It provide detailed
information about the employees that employed in all over the organisation along with their
productivity level that required in the organisation to rise, run as well as evaluate (Park and et.
al., 2022). Strategic workforce planning model create positive effects in all over the organisation
along with the employee productivity, morale, engagement as well as revenue. Workforce
planning help company to align their HR processes with the business strategy. It involve
employee assistance, data protection, employee benefits, career development as well as
upskilling programs along with the learning and development initiatives. It leads improvement in
employee retention rate that provide positive impact on the growth of company (Willis, Cave and

Kunc, 2018). Workforce planning also improved recruitment processes of the company. It helps
in outlining the traits, skills as well as characteristics related to the high performing employees.
The company can use these in their hiring criteria in order to find candidates that are more likely
to match their business culture and goals (Kroezen, Van Hoegaerden and Batenburg, 2018).
It is significant for a company to mainly focus over retaining and attracting top talent in
the workplace so that they could operate together and move towards attaining their goals and
objectives. However, workforce planning also negative implication on the company by
impacting the productivity and performance of the business. If an organisation avoids the
workforce planning, they could miss out the advantages of growth and success (Burton and et.
al., 2018). Employees who do not have appropriate skills creates negative impact over the
productivity and performance of the organisation (Weller-Newton and et. al., 2021). When an
organisation recruits employees who do not have appropriate or relevant skills then it directly
impacts the performance of the whole organisation and creates difficulty in survival of the
business in market in presence of several competitors. The poor planning of workforce is unable
to determine the knowledge and skills which is needed by employees in the future for completing
their assigned responsibilities and roles (Versace and et. al., 2021). IT is also identified there are
many candidates get selected in the organisation who do not have knowledge and skills as per the
trends in the market and this directly increases the cost of organisation. It also decreases the
motivation level of the company and they become in-efficient in achieving objectives of the
company (Maier and et. al., 2018). When there is presence of poor workforce planning then the
employees do not feel connected in the organisation and increase high employee turnover in the
company. Therefore, workforce planning also has negative impact on a company by forming in-
effective strategies.
It is being concluded from the above information that workforce planning helps in
managing the employees within workplace so that it becomes easy to improve the performance
and reproducibility of business. It is the responsibility of the company to identify the right talent
so that they can contribute their best efforts in making things achievable. The purpose of
workforce planning is to ensure that there must be proper supply of staff with expected
experience, skills and knowledge. Therefore, there are various advantages of workforce planning
which helps in increasing the efficiency and productivity of business. Workforce planning makes

organisation understood about the need and requirement of talented employees so that they can
achieve competitive edge in market.
Reflective writing
a) With the help of current module, I have received an opportunity to learn about several things
which are very useful for me in the future. With this module I learnt about one of the significant
practices of an organisation i.e. workforce planning. I have learnt that in a company, workforce
planning is one of the significant elements as it directly assists in improving the profitability
level of the organisation. As this is linked with the proper and effective planning. With this study
I have learnt the skill of planning and the requirement of planning to carry out any operations
and functions in a systematic manner. I have understood that planning has helped me in
determining goals and objectives clearly. It assists in deciding concretely and clearly what I
require to do for having the impact on work that I want. It assists in making sure that I
understand the goals and also become capable enough in making other understand about the
significance of planning.
b) In the current module I have learnt and gained knowledge about the workforce planning. I
have understood that it is the practice which is directly linked with carrying out information,
evaluating assembled information for informing future demands for skills and people, and
converting into particular set of actions that would develop and build on the current workforce
for meeting the demand. I have understood that there workforce planning has 5 important
workforce planning steps which include: deciding strategic goals and direction, analysing current
workforce, developing plan, implementing workforce planning and monitoring results. I have
also understood that the workforce planning also assists in determining needs of employee
training so that they can get needed skills and knowledge for performing their assigned roles an
responsibilities. This learning will assist me in enhancing my existing knowledge and skills. This
will assist me in attaining my career advancement opportunity. This will also help me in saving
costs of the company by determining the right need of employees in the organisation.
c) In the current module I have learnt about the stages needed to be passed on for right planning.
In future I will be able to make right planning as per the requirement of my defined purpose
motive and goal. With proper knowledge of planning I could easily achieve my targets and
objectives in a systematic and precise manner. On the other hand, I have also learnt about
workforce planning and this will assist me in handling the team appropriately. I will be able to

determine the apt talent in the workforce so that they can attain the targets of the company in a
systematic way. In simpler words, with proper knowledge of workforce planning I will be able to
eliminate circumstances of delays and mismanagement in the organisation. This particular
learning will make me effective and efficient towards my assigned work and I will be able to
manage my appropriately. Therefore, knowledge about workforce planning and the skill of
planning will assist me in achieving my personal and professional goals.
Personal development plan
Analyse Personal Skill Audit
Skills Self assessed Score from others Outcome
Problem solving skills 7 8 -1
Communication skills 9 6 3
Leadership skills 9 8 1
Time management
skills
7 9 -2
It is being determined from the above table that I have few weakness and strength which
helps in defining my skills and personality.
Strength
 I have identified that I am good in
problem solving skills due to which I
can handle the difficult situation in
appropriate manner and also give
solutions so that problem can be
overcome. I have good time management skills
which helps in managing my time and
also makes me to complete my work in
given time period.
Weaknesses
 I have one weakness as I am not so
good in communication skills due to
which it becomes difficult for me to
interact and explain my things in
effective manner.
 My leadership skill is also not so strong
as I face issue in leading and managing
the team.

Requirements Person
al audit
(rating
scale:
0-10)
GAP Remedial
action/strategy
Goals
Personal/Pr
ofessional
Developmen
t Plan
Activity
(use
SMART
target)
Communication skills 9 I have to focus on
improving my
communication
skills in order to
communicate
effectively and
explain my things in
effective manner.
For enhancing my
communication
skills I need to start
interacting and
communicating
with people and
also focus on
reading books.
3 months
Leadership skills 6 I have to focus on
enhancing my
leadership skills so
that I can lead the
team in systematic
manner.
By understanding
the need and
wants of the
employees and
involving them in
decision making
process.
6 months

CONCLUSION
From the above information it is being concluded that workforce planning provides
information related to the business performance. Workforce planning helps in identifying the
skill gaps, offer flexible working hours and also satisfy the employees. Thus, through workforce
planning company can boost the motivation and morale of staff so that they can give best efforts
in achieving the goals and objective of business.

REFERENCES
Books and Journals
Asamani, J.A., Christmals, C.D. and Reitsma, G.M., 2021. Advancing the population needs-
based health workforce planning methodology: a simulation tool for country
application. International journal of environmental research and public health, 18(04),
p.2113.
Burton and et. al., 2018. NHS managers' use of nursing workforce planning and deployment
technologies: a realist synthesis. Health Services and Delivery Research, 6(36).
Farrow, E., 2022. Determining the human to AI workforce ratio–Exploring future organisational
scenarios and the implications for anticipatory workforce planning. Technology in
Society, 68, p.101879.
Kroezen, M., Van Hoegaerden, M. and Batenburg, R., 2018. The Joint Action on Health
Workforce Planning and Forecasting: Results of a European programme to improve
health workforce policies. Health Policy, 122(2), pp.87-93.
Maier and et. al., 2018. Health workforce planning: which countries include nurse practitioners
and physician assistants and to what effect?. Health Policy, 122(10), pp.1085-1092.
Park and et. al., 2022. No More Unimplementable Nurse Workforce Planning. Contemporary
Nurse, (just-accepted), pp.1-23.
Versace and et. al., 2021. National analysis of the Modified Monash Model, population
distribution and a socio‐economic index to inform rural health workforce
planning. Australian Journal of Rural Health, 29(5), pp.801-810.
Weller-Newton and et. al., 2021. Datasets to support workforce planning in nursing: A scoping
review. Collegian, 28(3), pp.324-332.
Willis, G., Cave, S. and Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-
methodology approach. European Journal of Operational Research, 267(1), pp.250-263.