Workforce and Succession Planning

Workforce and Succession Planning are an integrated process and any organisation, company or agency aiming for growth, success and a future will not ignore its importance.

Workforce planning is a systematic process for identifying the human capital required to meet your organisation’s goals and developing the strategies to meet these requirements.

In the past few years many organisations have seen major changes in staffing requirements. It has been a roller coaster for some. One year there are skills shortages with attraction and retention as the focus and then suddenly with global economic downturn there is a sudden need to restructure and restrict recruitment. How do you plan for this without jeopardising future needs?

Do you have a Workforce Plan that is integrated and ongoing and that has identified the human capital required to meet your organisation’s goals? Have you determined the number and skills of needed employees and where and when they will be needed? Have you developed the strategies and actions to ensure a successful future? If you don’t retain your reputation as a preferred employer how will this impact on your ability to respond to the next growth phase?

Benefits of Workforce Planning

Workforce planning:

• Provides realistic staffing projections in line with budget and expected market movements.
• Helps with creating more efficiency. Many organisations are finding they have to achieve more with fewer employees.
• Helps the organisation prepare for restructuring, reducing, or expanding its workforce.
• Helps to maintain or improve a diversified workforce.
• Provides a clear rationale for budget allocations to training and retraining, development, career coaching and recruiting efforts.
• Helps ensure that replacements are available to fill important vacancies. Filling vacancies is especially critical as organizations face an increasing number of workers eligible for retirement, combined with labour market shortages

Benefits of Succession Planning

Succession planning:

• Sets out a blueprint for the future with established priorities
• Improves staff morale and confidence in the organisation
• Sends a clear and confident message to stakeholders and customers
• Provides smoother transition with leadership and management changes
• Retains talent as individuals can see their future career direction
• Improves accountability for business success
• Provides a balanced focus on operational needs as well as strategic direction

How do you identify your human capital?

Your Career Coach uses Harrison Assessments to help you manage your talent pipeline. It provides the ability to predict an individual’s likelihood of success at multiple levels within an organisation and create a developmental plan to accelerate their progress. Contact Your Career Coach to leverage your talent pool and increase retention.