TALENT MANAGEMENT

Strategic Workforce Planning

What is a strategy ?

Strategy from the

Greek word
strategos:

Generalship; the
art of planning and
directing resources
to achieve certain
goals.
Aim of HR strategic planning
HR strategy should aim to capture the
people element of what an organisation is
hoping to achieve in the medium to long
term, ensuring that:

it has the right people in place

it has the right mix of skills
employees display the right attitudes and
behaviours, and
employees are developed in the right way.
Group Activity:
The Suitable Candidate
Youve been assign to assist in selecting a
suitable Training Manager.
Who is more suitable as the Training
Manager?
Give your justifications of your selection.
Shamsul had always considered himself a salesman. When asked if he could develop a marketing
training programme to help other staff in their marketing skills, he loved the idea. Shamsul now believes
that training and development, not sales, is his first love. But he is not sure that his company supports
training activities enough to build his career there.

Nurul is a counseling psychologist. Recently, she realized that because of her interest in employee
burntout, more and more of her work involves training. She wonders if perhaps she should make a
change in her career, focusing on training and development, rather than individual therapy.

Amy is a manager. After several line management positions, she became manager of Human Resource
Department. Top management has commened Amy for the good job she has done in HRD. As time goes
by however, Amy is becoming increasingly uncomfortable. She is afraid that if she remains away from
line management, her long-term career in the organization may suffer.

Afiqah is a management trainee working as an instructor in the corporate training department of a mid-
sized manufacturing company. Although she knew nothing about HRD, she took this position as one of
series of job assignments in her training programme. She loves her work so much that she is seriously
considering giving up her management trainee position to apply for a permanent position in training and
development.
Developing HR Strategy
3 steps of HR planning:

1. Setting strategic direction

2. Designing Human Resource Management
System
3. Planning the workforce
Setting Strategic Direction
Thisprocess focuses on aligning HR
policies & practices to support the
accomplishment of the organization's
goals and strategies.

The organizations goals sit at the heart of

any HR strategy and in order to align
business and HR you need to answer one
key question: "Can your organisation's
internal capability deliver the
organisations business goals?"
Aligning goals

Organizations
goals

HRs goals

Individuals
goals
Actions:
Conduct an internal & external
environmental analysis and evaluate its
impact on the organisation (SWOT)
Identify the organisation's vision, mission
and values
Identify the HR strategic goals
Consult all relevant stakeholders
Evaluate the impact of legislation on the
organisation
SWOT Matrix
Group Activity
Thinkof a service that you want to
venture.
Analyse the S, W, O & T based on some of
these factors :
Cost
Competition
Resources
Environment
Designing Human Resource
Management System
This
stage focuses on the selection, design
and alignment of HRM plans, policies and
practices.

Emerging HRM policies and practices

range from outsourcing certain non-core
functions, adopting flexible work practices
(eg. work from home & flexi time) and the
use of ICT.
Actions:
Identify appropriate HR plans, policies
and practices needed to support
organisations goals
Identify relevant HR best practices
Conduct systems review
Activity
Listdown HR strategies that you think can
attract you most in terms of:
Salary
Work environment
Reward & benefit
Planning the workforce
Workforce planning is a systematic process of
identifying and forecasting the workforce
competencies required to meet the
organizations strategic goals and for
developing the strategies to meet future needs.
It consists of determining the number and skills of
the workers required and where and when they
will be needed.
Finally workforce planning entails developing
the strategies to meet these requirements, which
involves identifying actions that must be taken
to attract (and retain) the number and types of
workers the organisation needs.
Actions:
Determine the appropriate organisational
structure to support the strategic objectives
Structure jobs (competencies, tasks &
activities) around key activities
Develop a workforce plan designed to
support the organisations strategic goals
Compile workforce profiles, identifying
designated groups, an inventory of current
workforce competencies, competencies
required in the future and identified gaps in
competencies
CRITICAL STEPS IN STRATEGIC
WORKFORCE PLANNING
References
A Strategic Human Resource
Management System for the 21st Century.
Naval Personnel Task Force, September
2000)
http://www.work911.com/planningmaster
/Human_Resource_Planning/