Organizations conduct human resources workforce planning analyses to collect employee demographics that help create an accurate picture of their employee population. By analyzing worker skills and competencies, employers are able to synthesize and implement programs based on information ranging from rank to ethnicity and gender. Strong leadership, clearly articulated goals and supportive staff in various functional roles are crucial for developing a successful workforce plan according to the United States Department of Health and Human Services.
Human resources workforce planning is a process that allows management to systematically assemble and allocate jobs to people based on their qualifications. By researching the current state of their workforce and the demands of the job market, employers create a framework that enables them to accurately match projects with employee competencies. Human resources workforce planning provides a thorough analysis of worker talent, and identifies organizational gaps and redundancies that can be addressed to satisfy future needs.
The type of model or approach a company adopts for its workforce planning analysis will depend on its objectives, size, industry and business. However, the U.S. Department of Health and Human Services recommends a workforce planning model that is often used by both private and public organizations. For instance, the HHS model suggests supply analysis, demand analysis, gap analysis, solution analysis and evaluation as tools for building a workforce plan. Supply analysis isolates trends and staff demographics to identify current organizational competencies. Demand analysis measures work tasks against workloads, while gap analysis pinpoints whether current employee skills will meet future needs. Solution analysis creates a strategic plan for closing up talent gaps and reducing excess competencies.
The benefits of human resources workforce planning include flagging potential problems before they disrupt organizational structures or minimize worker productivity. The Texas "Workforce Planning Guide" states that workforce planning not only helps agencies become more efficient but also allows organizations to prepare for possible job vacancies and turnover. Demographics and worker data that highlights company tenure and age can provide organizations with a more accurate view of retirement eligibility for their workers. Additionally, employee transaction data, or activities that indicate when employees resign, transfer and retire, help forecast workforce movement within a company’s organizational model. Other benefits include promoting and maintaining a diverse workforce and allocating an appropriate budget for employee recruitment, training and career counseling.
Organizations must consider time frame and budgeting when putting together a workforce plan. Identifying resources and staffing needs early in the process helps HR personnel outline clear objectives and measurement criteria for success. Looking at external influences, including labor laws, workforce quality, globalization, customer expectations and technological advances, also indicate how external developments impact the internal structure and performance of organizations.