Workforce Planning to Predict Business with Minimum Risk
Workforce planning can help to ensure that a business team already has the right people. This means showing who has the skills to compete, innovate, and help to grow your company. Also, by using a system to manage workforce planning, each employee will undoubtedly help to make the company grow quickly.
The Importance of Workforce Planning
Companies around the world must adapt to rapid technological changes and keep innovating. Workforce planning is essential to:
- Anticipate changing market needs
- Improve company operations
- Overcome systematic risks
- Deal with employee shortages
- Help face technological change
- Overcome changes in company organizations
- Overcome changes in government laws
5 Steps for Workforce Planning
Now that you know the essential benefits of it, this is the time for you and your company to start workforce planning. The plan consists of 5 steps, including:
1. Analysis of Objectives
The company’s vision is the main thing to be the foundation of making Workforce planning. The human resources division must work closely with managers to get an understanding of the company’s main objectives. After that, the company needs to be focus on getting the talent required to reach the company’s goals.
2. Inventory of Human Resources
Make a list of the human resources that currently exist in the company, starting from the amount, skills or expertise, performance, and potential. Such information is usually documented in HRIS (human resource information storage) systems that companies have. Pay attention to whether the distribution of employees with work positions matches.
3. Predict Future Needs
When the inventory process has been carried out, find out whether there are weaknesses or strengths in the current distribution of employees and work positions. Then predict the needs of employees in the future, both in terms of quantity and quality. The use of the SWOT matrix (strengths, weaknesses, opportunities, threats) will be beneficial in this prediction step.
4. Implementation of the Plan
This stage is to carry out a project that has been formulated. It can be found in whether it’s the recruitment of new employees, employee training, the transition of employee work positions, the voluntary retirement process, or re-assignment.
5. Monitor, Control, and Feedback
It is important to remember that the process of forecasting human resources is ongoing, therefore monitoring, controlling, and gathering feedback must always run as well. If you need a solution for Workforce planning to be more structured and integrated, Tambla is the solution. For more information, you can visit the website at https://www.tambla.com.au.