The paper "Workforce Planning Process" is a perfect example of a management assignment. When conducting workforce planning, there are principles involved or steps to be followed. One step leads to another and a successive next step cannot be conducted without first performing the first one. The quote indicates that workforce planning has to do with passing on responsibility and just like in a relay race if an athlete does not pass the baton, the team loses the race. The same applies to the workforce planning process. If one step is not done, there is no way a next step can be taken.
The previous steps determine the actions of the next step and in turn determine the success of the whole planning process. There are three phases of workforce planning. The first phase is determining what the organization needs to achieve its aims. The next phase is determining what kind of skills will do what needs to be done for the company to accomplish its missions and the third phase is getting such skills. “ Pass on the responsibility” is quite clear in the phases above.
After determining what the company needs, determine what skills will help accomplish such duties, after determining the skills, develop ways of acquiring them. Without aligning the strategies of the organization to its aims, there is no way the aims can be accomplished. So “ drop the baton you lose the race” . If an organization aims at expanding to virgin markets, for example, the company has to determine what it requires to expand to such markets. Included in the requirements is the human capital which depends on what the organization will be doing in the virgin markets.
Strategies developed have to aim at venturing into the new markets and operating to accomplish the goals set by the company. In the first phase, step one involves developing and harnessing leadership support, step two involves reviewing the strategic goals of the organization, the missions and vision and step three involves the determination of the functions required to accomplish strategic goals and in turn organizational missions. Second phase: Step four involves creating a profile for the future workforce. This is obtained from data collected based on the functional requirements of the organization.
The next step involves creating a profile for the current workforce. This will help in the identification of the gaps in workforce requirements. Step six then involves identification of the future workforce competencies. This is done by comparing the future workforce profile and the current workforce profile. Third phase: Step seven then involves developing strategies for getting such competencies. This can be done by training, retaining the available employees or hiring. It also involves estimating the budgetary requirements. Step eight is an evaluation of the whole process for purposes of improvement. The steps have to be followed in that order and there is no way the functional requirements, for example, can be determined without first reviewing the aims of the organization and developing strategies on how such aims will be accomplished.
This process is not a “ number’ s game” . It is no gambling with any step or the skills required by the organization and expects to achieve results. There are no assumptions on what the organization will require in future, it has to be determined and this has to be done through a process.
This is why the planning is more than a “ number’ s game” . Phase one leads to phase two and all that is created and developed in phase one are important for phase two’ s development. All that is done in phase two are important for phase three’ s development and completion. This is the reason why dropping the baton is a loss. With no information from phase one or with no completion of phase one, phase two cannot be completed, nor even initiated.
ReferencesThe paper "Workforce Planning Process" is a perfect example of a management assignment. When conducting workforce planning, there are principles involved or steps to be followed. One step leads to another and a successive next step cannot be conducted without first performing the first one. The quote indicates that workforce planning has to do with passing on responsibility