1. Strategic Workforce Planning Session 3 Overview of the Workforce Planning Process

2. A short overview of the “What: of Workforce Planning..

8. Now an overview of the “How”…

9. Workforce Planning Outcomes

10. Strategy STRATEGY ASSESSMENT Review strategy and operational plans for workforce implications Establish leadership commitment and resources, build teams, develop communication plan Develop work plans and timelines

11. Data Collection ENVIRONMENTAL SCANS AND ASSESSMENTS Conduct an Environmental Scan Conduct a SWOT Analysis Conduct a Supply/Demand Analysis

12. Data Analysis GAP ANALYSIS Use a Competency Assessment to compare current talent to future talent needs Identify staffing gaps and surpluses

13. Implementation GAP-CLOSING STRATEGIES Competency Model Recruitment Selection Retention Performance Management Professional Development Succession

14. Lets unpack these elements..

15. Strategy

17. Cost Efficiency Long-term Shareholder Value Revenue Growth Price Availability Brand Service Quality Operations Management Processes Human Capital Customer Management Processes Innovation Processes Regulatory and Social Processes Organization Capital Information Capital Financial Customer Internal Process Learning & Growth

18. It Is Essentially A Qualitative Analysis - Descriptive

20. Strategy

21. The Capacity and Commitment Triangle

22. Focus

23. Ownership

24. Capacity One and only one person can be accountable . Multiple people can be responsible and certainly others can be informed and consulted. Source: Glen B Alleman, (2007) Responsibility Assignment Matrix , Herding Cats http://herdingcats.typepad.com/my_weblog/2007/02/responsibility_.html retrieved 2/8/08

25. The Communication Journey

27. Strategy

28. Work Plans

29. Data Collection

31. Environmental Scan Toolkit Focus Area Type of Information Sources Web Education Demographic Political Economic/Social/Cultural Geographic Technological

32. Internal Scan Toolkit

33. Internal Scan Toolkit

34. Organizational Climate 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do your work right? 3) At work, do you have the opportunity to do what you do best every day? 4) In the last seven days, have you received recognition or praise for doing good work? 5) Does your supervisor, or someone at work, seem to care about you as a person? 6) Is there someone at work who encourages your development? 7) At work, do your opinions seem to count? 8) Does the mission/purpose of your company make you feel your job is important? 9) Are your associates (fellow employees) committed to doing quality work? 10) Do you have a best friend at work? 11) In the last six months, has someone at work talked to you about your progress? 12) In the last year, have you had opportunities to learn and grow?

35. Cost of Turnover

36. Data Collection

37. Why SWOT

38. Data Collection

44. Demand Analysis Focus

45. Demand Analysis Focus

46. Supply Analysis Focus

47. Supply Analysis Focus

48. Supply Analysis Focus

49. Data Analysis

50. Current and Future Talent Needs

51. Gap Analysis Competency Sheet

52. Data Analysis GAP ANALYSIS Use a Competency Assessment to compare current talent to future talent needs Identify staffing gaps and surpluses

53. Staffing Gaps and Surpluses

54. Implementation GAP-CLOSING STRATEGIES Competency Model Recruitment Selection Retention Performance Management Professional Development Succession

55. Implementation GAP-CLOSING STRATEGIES Competency Model Recruitment Selection Retention Performance Management Professional Development Succession