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Strategic workforce planning aligns an organization’s workforce with its goals and objectives. It involves studying the organization, developing a workforce plan, recruiting skilled employees, and ongoing evaluation to promote high achievers and weed out low performers.
Strategic workforce planning comes from the capitalization of an organization and its management of human resource capital in an organization. This process involves aligning the workforce with the identified goals and objectives of the organization. It also involves identifying the salient capital needs of the organization in relation to the goals at hand.
One of the elements of strategic workforce planning is the study of the organization in order to find out the business goals and objectives of the organization. Part of an overall organizational strategy is the development of goals and objectives that the organization will work to achieve. That study will also include an assessment of the company’s operations, its current hiring strategy, and other types of HR responsibilities. In relation to strategic workforce planning, understanding these goals will allow for a careful assessment of the type of human capital needed to achieve those goals.
After analyzing the company’s goals, the strategic workforce planning process will enable the merging of those goals with the right kind of workforce needed to achieve them. This process involves developing a workforce plan that will list all the necessary positions that the organization will need to fill in order to achieve the goals. Where some key positions are missing, those positions will be created as part of strategic workforce planning. The next step would be to undertake recruitment actions aimed at linking skilled human capital with the created positions. This strategy should include provisions for the training and personal development of employees as part of the process of alignment with the company’s business objectives.
Once the workforce has been selected, strategic workforce planning should include provisions for ongoing review and evaluation of selected employees to ensure they meet established objectives. It will also serve as a means of weeding out low achievers and promoting them. For example, a junior manager might do an excellent job. This part of the plan includes provisions for an ongoing review of the employee’s performance to promote him to a more senior position of responsibility where the company can further benefit from his human capital. The plan will also include an incentive method to encourage employees to always strive to deliver great results.
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