A company's annual budgeting process generally requires managers to project personnel requirements for the upcoming fiscal period. Unfortunately, this task offers little value beyond influencing the short-term allocation of corporate funds. Besides narrowly focusing on a single year, needs are typically assessed in relation to the status quo.
Yet the harsh reality is that the business world is changing at a dizzying pace, and what makes sense today may not a year from now. Technology, in particular, is constantly redefining the nature of work.
And despite the prevalence of the phrase "strategic staffing," most recruitment activities can be described as tactical at best. In fact, more often than not, they are reactive: An employee quits, and Human Resources - through no fault of its own - scrambles to fill the vacated position.
While this may seem unavoidable, almost any recruiter or HR generalist will argue that there is a more effective way to staff a company. But even the most ambitious HR team can be only as proactive as the organizational context allows. As is the case with many HR projects, the "full support" of corporate leaders is not enough; a successful workforce planning initiative often requires sweeping changes to company-wide processes and procedures, and demands the commitment and cooperation of all levels of management.
What is workforce planning and why should we bother?
Workforce planning is a systematic approach to anticipating staffing needs and determining what actions should be taken - starting now - to meet those needs. This multi-step process involves:
- Gaining a thorough understanding of your current workforce;
- Envisioning the operating environment that will most likely exist in the future;
- Identifying the competencies that will move the firm forward to overcome challenges, seize opportunities, and thrive in what will undoubtedly be a new world of work; and
- Developing strategies and implementing tactics for building this workforce.
Workforce planning puts you "one step ahead," resulting in informed staffing decisions that benefit the company in both the short- and long-term. Its many advantages, however, are not limited to recruitment and selection; it also provides a framework for other HR policies and programs such as training, compensation, and diversity management. More importantly, it helps you recognize the most effective and efficient use of your organization's human capital in creating a workforce that is - and will continue to be - flexible and responsive in these fast-changing times.
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