Workforce Planning: Reflective Report & Personal Development Plan

This report provides a comprehensive analysis of workforce planning, covering current business issues, a reflective account of learning, and a personal development plan focused on enhancing academic skills. It explores the balance between labor supply and demand, challenges such as time fra...Read More

Work Force Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1 ...........................................................................................................................................1
Current business issues of workforce planning with the companies reaction of positive or
negative. .....................................................................................................................................1
PART 2 ...........................................................................................................................................3
Reflective writing .......................................................................................................................3
PART 3 ...........................................................................................................................................4
Personal development plan ........................................................................................................4
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................5

INTRODUCTION
The workforce planning is grounded on the contribution of organisation performance
which provides a way of aligning workforce with business plan in management and present
along with future workforce issues are address. In the workforce planning it requires
cooperation, commitment and leadership as it is a chief responsibility of management and there
is contribution of several business units involving strategic planning, budget, and human
resource. It is described as core business process which aligns changing organisation needs with
people strategy (Armstrong, K and et.al., 2018). This provides market and industry intelligence
so that organisation can focus on range of challenges and prepare initiatives for supporting
business goals in organisation. The report covers current business issues in workforce planning
and reflection is provided. Further personal development plan is created that focuses on
academic skills.
PART 1
Current business issues of workforce planning with the companies reaction of positive or
negative.
The workforce planning defines the process of balancing labour supply (skills) and
demand (number needed). The current workforce is analysed by determining future workforce
needs and gaps are identified between them. For the accomplishment of the organisation goals
strategic plan solutions are implemented by getting right number of people with right skills
employing in right place and right time. The workforce is most tangible asset for the organisation
which requires careful planning. As many organisation are not adequate aware with the current
and future workforce gaps which limits the execution of business strategy and many challenges
are faced by organisation.
 Time frame- The organisation manager face this issue of determining time frame in
workforce planning when it comes for developing plan as it is crucial for the business
goals. For the employees continuous learning is crucial for employees in the organisation
for having growth and success (Bhalla, V and et.al., 2017). With the increasing need of
growth and progression the planning and growth path for employees is becoming
difficult.
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 Identifying critical roles- In the organisation every position and employee is important
and some roles have great impact on business results which involves executive
leadership, sales, customer service. The identification of critical role is a issue in
workforce planning as it is human driven process faced by the organisation.
 Lack of maintaining data- The workforce planning is based on data of human resource.
It is a current issue faced in the business as data is not properly maintained and becomes
difficult in developing human resource planning due to absence of reliable data. The
organisation also face a risk of leaking data and misuse (Crombie, A and et.al., 2021).
 Change management- In the ever-changing corporate world the change in organisation
is inevitable the change can be structural, procedural, managerial which puts an great
influence and issue in workforce planning. In the workforce planning the manager face
issues related to reducing employee morale, satisfaction and self-attrition during change
and employees not able to being adapt changes leads to organisation failure.
Positive impact of workforce planning
The positive reaction in the workforce planning leads to positive impact on the
organisation.
 Prepare for future- The effective workforce planning in the organisation helps in
creating long term recruitment strategy by highlighting existing workforce issues and
future risk is analysed. The training needs and employee development initiatives are
identified by establishing skill gaps in current workforce.
 Employee retention- The new talent is hired in workforce planning which aids business
in retaining critical employees. The workforce planning helps in assessing causes of
turnover that is high in particular department and for retaining these employees strategies
are developed.
 Identifying skill gaps in workforce- The people and skills in the business are important
for accomplishing strategic initiatives which can be done by determining skills gaps in
workforce planning. The analysis of workforce planning allows managers in
understanding to whom they hire in future and what qualification is needed by aligning
workforce strategy and business goals.
 Aligning HR with business strategy- The organisation can be strengthen by aligning
HR programs and policies with business strategy by using workforce planning which
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involves the elements of data protection, employee assistance, learning and development
initiates etc. This results in improved employee retention rate leading positive impact on
growth of company.
Negative impact of workforce planning
 Improper skilled employees- In the organisation poor skilled employees leads to
negative impact on workforce planning as the skills become outdated for performing any
job role and diminishing value is provided.
 Low employee engagement- The poor workforce planning leads to low employee
engagement as they are made feel undervalued. The lack of transparency about workforce
staffing plans contributes in making employee feel uniformed regarding company
decision making which puts negative impact and leading to poor engagement.
 High Turnover- The poor workforce planning leads to hiring decisions which causes
employee stress and turnover. The high turnover leads to lower productivity due to
inability of hiring skilled employees which leads to failure in adequate plan and
managing turnover. The lack of workforce planning leads to HR department in spending
more time and resources for creating work and addressing talent gaps through which less
time is given on focusing on other activities (Kangisser, S.J. and Choi, Y.M., 2019).
 Less teamwork and collaboration- The ineffective workforce planning leads to less
collaboration if teams are broken, or not organised in the proper way for having
maximum communication. This puts an negative impact on the company growth and its
innovation.
PART 2
Reflective writing
From the above module of workforce planning I gained vast knowledge which could
benefit me in future development and knowledge will be enhanced. I learned that workforce
planning is procedure of analysing and planning of workforce supply and demand which requires
the determination of target talent management for ensuring to have right people in organisation. I
learned that workforce planning is helpful in identifying skills gaps and employee retention. This
needs strong management leadership and key players in workforce planning are strategic
planning, budget and human resources. I also learned that to have effective workforce planning
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internal and external factors needs to determined for future staffing needs and long-term
organisation structure. The learning is very important for me as it helps me in making effective
planning by offering range of benefits and helps in ensuring company having talent it requires.
The importance of workforce planning helped me in identifying and keeping enough staff who
have right values, skills and experience for providing high quality in future. The future
workforce plan is set out for meeting the objectives of business which involves many areas of
safe staffing, recruitment and retention, developing workforce and succession planning. The
work force planning improves employee work-life balance productivity of organisation. The
study of workforce planning will help in future development plans and in studies as this is
important in present business environment by which I can helps companies in future challenges,
analysing workforce competencies. This will hep in in my studies and further organisation while
I wall be working as already I got clear with the concept of workforce planning, challenges that
organisation has to see and its impact positively and negatively. This also helped me skills and
knowledge by telling me its importance, the types of skills an business require.
PART 3
Personal development plan
This is an action plan in written format which is used for the identification of
individual goals and the achievements that a person wants to make (Knox, E and et.al.,
2020). The plan helps in achieving the success by improving the skills, knowledge and
experience that is lifelong continuous process. It is used in the higher education and
workplace as form of self-evaluation and self-reflection. To improve my I will focus on
several skills so that effective out came can come.
Academic skills Action Future implication
Leadership skill To improve my leadership
skill I will practice spline,
taking more responsibility,
developing situational
awareness, and inspiring
others. I will meet deadlines.
After developing skill can be
used in career plans and
academic by motivating
others. I will be make critical
decisions by setting clear
goals. I will use my skill in
team projects.
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Decision making skill For enhancing and improving
the skill I will makes plan,
setting deadlines, meeting new
friends, taking lessons and
involving in group discussions
(Riccucci, N.M. ed., 2017).
This will help in me critical
thinking which I can used for
making effective decisions on
time regarding career plans
and in academic. It will helps
me in deciding what actions
needs to be taken for the
particular situation which also
enhance my confidence
(Ryder, M and et.al., 2021).
Team work To develop this skill I will
participate in every activities
of group. I will start working
with the team members.
This skill will be used for
enchanting the collaboration
between members.
CONCLUSION
From the above study it is being concluded that workforce planning aim is of having right
people in a right time for the correct job. The workforce planning determines current capabilities,
desired workforce and steps for their alignment. It requires careful planning and data
aggregation. This also helps in assessing best talent of employees for the organisational growth.
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References:
Armstrong, K and et.al., 2018. Preparing tomorrow’s workforce for the Fourth industrial
revolution for business: A framework for action. Deloitte & The Global Business
Coalition for Education.
Bhalla, V and et.al., 2017. Twelve forces that will radically change how organizations
work. Режим доступа: https://www. bcg. com/publications/2017/people-organization-
strategytwelve-forces-radically-change-organizations-work. aspx.
Crombie, A and et.al., 2021. Understanding the research capacity and culture of a regional allied
health workforce. Australian Journal of Primary Health.
Kangisser, S.J. and Choi, Y.M., 2019, July. The Role of Building Construction Project Planning
in Accommodating Ergonomic Considerations of the Aging Workforce. In International
Conference on Applied Human Factors and Ergonomics (pp. 15-26). Springer, Cham.
Knox, E and et.al., 2020, July. Panel Session 133: Integrating Economic Redevelopment and
Workforce Transition Into DOE Site Closure Planning (R1. 18). WM Symposia, Inc., PO
Box 27646, 85285-7646 Tempe, AZ (United States).
Riccucci, N.M. ed., 2017. Public personnel management: Current concerns, future challenges.
Routledge.
Ryder, M and et.al., 2021. Nursing and Midwifery Workforce Readiness during a Global
Pandemic: A Survey of the Experience of one hospital group in the Republic of
Ireland. Journal of Nursing Management.
Books and Journals
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