“The increasing use of strategic workforce planning is a welcome development in the HR profession. However, to enable effective people management, organizations need to undertake six different forms of planning, focusing respectively on human capital; talent; human resources; workforce; succession and HR processes.
It is only by including a focus on human capital and talent that workforce planning can be truly strategic–that is, concerned with competitive advantage in the private sector, or transforming services and significantly improving the way customer and other stakeholder needs are met in the public and voluntary sectors.
These six processes also need to be supported by three enablers: focusing on the future state; creating multiple scenarios and the appropriate use of measurement and creativity.
This embedding of workforce planning is particularly important when operating in today’s turbulent economic environment.”
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