Introduction

Page updated: 02/02/2024

This page highlights tools to assist with the distinct stages of workforce and succession planning. It has been developed for Heads of Service and their management teams to help identify priorities and key actions for their service to respond to future workforce risks.

We talk about workforce planning and strategic workforce planning interchangeably. The difference between workforce planning and strategic workforce planning is that they are conducted over different periods of time.

  • Workforce planning focuses on your current people resource and operational plans for the budget year ahead.
  • Strategic workforce planning looks towards a three- to five-year time horizon.
    Always consider which period is most relevant for you as it will allow for better application of the tools on this page.

Workforce planning is a continual process led by each Head of Service, owned by the whole organisation, and enabled by People Management. By analysing your current workforce and determining your future workforce needs, you are identifying the gap between the workforce you have now and your future needs. Then you can implement the right solutions so your division and department can achieve its strategic plans.

Strategic Workforce Planning should be aligned and integrated with other key planning activities i.e., business, and financial planning. Heads of Service are expected to detail what the changes to services will mean for the workforce over that planning period and the actions that are being taken to respond to these.

These key planning activities would normally start around April to June, in preparation for the business planning cycle that starts in September and be completed and reviewed in readiness for the beginning of the budget year.

Strategic Workforce Planning is a continuous, dynamic activity and it is imperative to ensure that within service areas appropriate mechanisms are in place to monitor the action plan and revise as frequently as necessary.

 

Stage 1: Define Plan (April to May) - Stage 2: Assess Demand (May to Sept) - Stage 3 Assess Supply (May to Sept) - Stage 4: Plan Actions (Oct to Dec) - Stage 5: Monitor and Review (Jan to April)

How does workforce planning help?

Workforce planning helps you to identify business problems, the workforce implications and translate them into solutions. It is not about creating plans or filling templates. It is about identifying and developing the right workforce to deliver your service delivery goals.

  • The benefits of a planned approach to workforce planning will enable you to:
  • ensure talent is available when you need it.
  • prepare for the future by anticipating and planning for change.
  • become more agile and align with your strategic priorities.
  • mitigate current and future workforce-related risks.

 

Strategic Workforce Planning Cycle.pdf

 

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