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Workforce Planning - Coggle Diagram
Workforce Planning
Influences on Workforce Planning
Demographic and Social Change
The UK has an ageing population which affects the demand for products and services by this age group and the supply of the workers.
Technological Change
Changes in ways of working and skills needed by workers – i.e. robotics reduce the demand for certain types of labour.
Labour Market Changes
Trends have implications for the recruitment and retention of staff.
Business Objectives
Do the business objectives, i.e. growth, require more employees?
Pros of workforce planning
Help achieve corporate objectives with the right workforce
Encourages managers to prepare and plan for change – strategic decision making
Cope with changes in supply and demand for different skills
Manage employment expenditure by anticipating changes
Issues with workforce planning
Costs – every decision will have a cost implication (training, redundancies)
Training can be expensive, disruptive, and difficult to measure the benefits
Employee employer relationships – both sides will be impacted by change
What Is Workforce Planning?
Ensuring that there will be the right number of workers, with the right skills, doing the right jobs, at the right time and in the right place
Trying to predict the future demand for different types of staff and seeking to match this with supply
Influences on staffing
Internal
Staff loss
Flexibility
Retirement
Training
Promotion
External
Population
Unemployment
Nature of industry changes
Competition
Government polices
What does it identify?
If more staff are needed?
What type of workers do you need? Part time, full time, temporary?
What skills do your employees need?
When are they likely to be needed?
Where are they likely to be needed?
If less staff are needed?
Can staff be retrained?
Is there any natural wastage likely to occur?
Can staff be redeployed?
Are redundancies necessary – are there volunteers? Or is compulsory redundancy necessary?
Workforce planning steps
Corporate objectives set HR needs
Analyse existing work force
Assess future needs (demand for labour)
Identify gaps in workforce