Research Perspective

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Next-Generation Workforce Planning

Powering Comprehensive and Integrated Planning

Workforce Planning in the Age of Analytics

Traditional workforce planning is a set of processes performed by the Human Resources (HR) function, working with business units and departments to address short- and long- term staffing needs. In this model, HR provides guidelines on pay rates per level of skill, expertise and responsibility as outlined in job descriptions or hiring specifications. HR also supports business-area hiring plans with a range of sourcing and screening activities and enabling technologies.

The Office of Finance is often excluded from this process, other than to develop budget guidelines for adds to staff or provide standard budgeting tools for HR planners to use. These tools often consist of little more than spreadsheets that reflect various business rules and criteria specific to each business area.

By contrast, workforce planning that is comprehensive and integrated with the entire organization is different in two significant ways. First, it includes as active participants the Finance Department and other departments involved in operational business planning and HR planning. The effort is usually led by the financial planning and analysis (FPA) team.

 
 

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