For this assignment, you will use the organization for the position you chose for the Module 1 assignment. You will develop a workforce plan following the format below, not one already created by the organization. If you are unable to respond to a criterion, explain why. Be sure to review the rubric! See attached resources for assistance.
Workforce Planning Part 2
Step 1: Current Workforce Profile (Supply Analysis)
(Get an idea of what the current workforce looks like; what is the status of current KSA’s: will those handle critical issues in the future or will there need to be some adjustments; you may have to use ‘your magic crystal ball’ and guess, but if you are familiar with the field, and you are aware of the possible changes in the future, you should have an idea of where things are headed)
Describe the agency’s current workforce by assessing whether current employees have the knowledge, skills, and abilities (KSA’s) needed to address critical business issues in the future.
Basic information to include in the workforce plans:
Demographic information, including age, gender, ethnicity, and length of service.
Percent of the workforce eligible to retire.
Agency turnover
Projected employee turnover rate over the next five years.
Workforce skills critical to the mission and goals of the agency.
Step 2: Future Workforce Profile (Demand Analysis)
(Again, using your magic crystal ball, how do you forsee changes in the future of the organization? What changes do you see in this field or organization in terms of HR? What will these changes be driven by? Remember to that changes in HR include changes in other information in a workforce plan. If the orgs mission changes, everything else may change.)
Develop a future business and staffing outlook. Determine trends, future influences, and challenges for the agency’s business functions, new and at-risk business, and workforce composition.
Basic information to include in the workforce plan:
Expected workforce changes driven by factors such as changing missions, goals, strategies, technology, work, workloads, and work processes.
Future workforce skills needed.
Anticipated increase or decrease in the number of employees needed to do the work.
Critical functions that must be performed to achieve the strategic plan.
Step 3: Gap Analysis
(Where do you see that may be shortages or excesses in staffing? We already know, with the ‘Great Resignation’ where there are a lot of shortages… not so much excesses… in a variety of fields. How do you accommodate for that in in organization?)
Identify gaps (shortages) and surplusses (excesses) in staffing and skill levels needed to meet future functional requirements.
Basic information to include in the workforce plan:
Anticipated surplus or shortage in staffing levels.
Anticipated surplus or shortage of skills.
Step 4: Strategy Development
Develop strategies for the workforce transition.
List specific goals to address workforce competency gaps or surpluses (May include the following):
Changes in organizational structure
Succession planning
Retention programs
Recruitment plans
Career development programs
Leadership development
Organizational training and employee development
