The Workforce Planning

Introduction

The workforce planning is a core process of human resource management. It involves in placing the human resource based on the organization’s strategies for the future business (CIPD, 2010).

The workforce planning is seen as a practice which creates a environment to find better business decisions about the future needs of the business in terms of human resource (CIPD, 2010).It is an overall approach to satisfy human requirements which will cover all major employee categories and skills (Armstrong & Stephen, 2014).

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Workforce Planning is…

There are many definitions available on workforce planning.The CIPD (2010) proposes:

It is an organizational strategy that human resource is correctly allocated right number of people with right skills in the right place at the right time in order to deliver benefits with reduced cost.

Drivers of Workforce Planning

There are four main categories of forces which drive the workforce planning (CIPD, 2010) :

1. Organizational strategy (Internal)

o  There can be an impact on workforce planning as a result of a change in business strategy.

2. Operational requirements (Internal)

3. Customers and stakeholders (External)

o   There are possibilities that different stakeholder groups can influence the planning process (CIPD, 2010).

4. Market forces  (External)

o   Skill needed to deliver products and services which are demand in future (CIPD, 2010).

Workforce Analysis Framework

According to (United States of Personnel Management , 2011) , the workforce analysis framework is illustrated in the following process chart:

source : (United States of Personnel Management , 2011)

Challenges in Workforce Planning

1. Impact of change and trying to predict the future are main difficulties (CIPD, 2010).

2.  Always shifting or absence of clearness in the organization strategy (CIPD, 2010).

3. Failure to understand future people needs or failure to develop plans which are good enough to adjust to a changing business atmosphere (CIPD, 2010) .

4. Failure to evaluate plans with respect to new information that passes messages of changes in the environment (CIPD, 2010).

Examples :

According to Vorhauser-Smith (2014):

These countries are highly focused on Multi-National Companies (MNCs)

·        In Philippines the challenge is :

    As Filipinos go abroad for better remuneration, the local  workforce  is shrinking.

·        In Indonesia the challenge is :

  Limited English language skills and below average education  standards are some of the reasons that halt selection to MNCs.

·        In Singapore the challenge is :

   Public policies and organizational strategies focus on reducing the  popularity of U.S. and European expatriates.

Conclusion:

   The workforce planning is a vital part of an organization as it linked with organization strategies. It is a kind of systematic approach that enables to identify future demand of human resource that is needed to carry out organization plan to its success.

References:

Workforce Planning best practices. (2011, october 7). Retrieved May 18, 2018 : 7 pm, from https://www.opm.gov: https://www.opm.gov/services-for-agencies/hr-line-of-business/migration-planning-guidance/workforce-planning-best-practices.pdf

Armstrong, M., & Stephen, T. (2014). Armstrong’s handbook of human resource management practice (13 ed.). London: Koganpage.

CIPD. (2010). Workforce planning, Right people, right time, right skills.