Essays on An Operational Process for Workforce Planning Assignment

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The paper 'An Operational Process for Workforce Planning' is a good example of a Managemen Assignment. Workforce planning is defined as the process undertaken to integrate human resource management and the strategic planning department in an organization. It refers to placing the right number of people with the right skills at the right time under the right budget (Bechet, 2002). Norman Vincent Peale said, “ If you fail to plan, you plan to fail” . Workforce planning is therefore used by managers to enable them to make strategic human resource decisions for a current event or in the future.

Planning in human resources is a challenging task for any manager to undertake. It requires the involvement of a strategic plan, financial plan, and also governance and regulations in its implementation. The managers are required to identify, acquire, develop, and retain employees or workers to meet the organization’ s goals. Workforce planning requires leadership in terms of having a clear vision, mission, and objectives in an organization (Emmerichs, 2004). Co-operation between the staff in the different departments or levels in any organization is important. The organization must put in place proper means of collaboration and information sharing. Workforce planning can help an organization make long term or short term decisions that will enable them to achieve the set goals.

In the field of sports, workforce planning is critical. The sports organization can apply workforce planning so as to administer the right players and the appropriate coaching staff. It will enable the organization to plan its finance correctly and allocate its resources to the correct members so as to achieve good results, in this case, winning gold medals at the Olympics.

The organization will be able to select and build the correct team that will be in place for a long period of time. It is also a tool to enable the team to focus on particular positions where it either needs to be proactive or a bit slower in reaction. By correct implementation of workforce planning, the Olympics team will be able to anticipate particular situations and outcomes. ANALYSIS There are several steps used in undertaking workforce planning. These steps are described as follows. Data planning It is the duty of the organization to analyze and create the team’ s profile data.

The team members' profile must be created and the management and operational plan drafted. The coaching staff, team leader, and the players’ role must be clearly shown in the plan. The organization must analyze the stadiums and arena to be used in the event in a process of environmental scanning. Legislative rules and regulations must also be known. Analysis of current operations Under the analysis of current operations, the organization must review the current world financial situation (Wilson, 2010).

There are many changes that occur in the technology world. It is the duty of the sports organization to update their knowledge in terms of technology. The team must analyze the current policies being used at the state where the Olympics are being held. In terms of the environment, the organization is mandated with the duty of analyzing the climatic conditions in the Olympics arena. Use forecast In any organization, analysis of future events is critical. The forecast is defined as the process of making statements about future events as anticipated. In workforce planning, the sports organization must examine the work to be performed by the team and also how they will perform it (Wilson, 2010).

The organization must identify probable scenarios based on trends. For example, an athletics team can use the forecast to predict the time that the individual athletes will take in a lap. A football team can also use the forecast to analyze the opponent teams and predict how the outcome will be in terms of goals. The organization is to identify the workforce gaps in the team.

The sports organization can analyze the team’ s weaknesses and also the points where the players are likely to underperform. Likewise, it is the sports organization mandate to identify the skills in the team which is required as well as those which are not required. The team must comprise of members who are only needed in terms of their contribution and performance. In terms of budget, the organization must make a budget and how much is needed in the team’ s upkeep. How long the event will be in terms of time period must also be looked into so as to enable budgetary plans to be drafted.

The organization must analyze the impact of the team in the Olympics and determine whether it will be efficient in terms of results. This involves running practice tests and using the outcome results to predict the overall outcome.

REFERENCE

Bechet T. P. (2002), “Strategic staffing a practical toolkit for workforce planning”, New York

amacom. Pg. 21-54

Dahlenburg, K. (2005) “Workforce planning” Canberra: Australian National Audit Office.

Pg. 12-65

Emmerichs R. M. & Marcum C. Y. (2004), “An executive perspective on workforce planning”

Santa Monica, CA: Rand. Pg. 34-53

Lyle J. & Cushion C. (2010) “Sports coaching: professionalization and practice”, Edinburgh:

Churchill Livingstone. Pg. 7-12

Emmerichs R. M. & Marcum C. Y. (2004) “An operational process for workforce planning”,

Santa Monica CA: Rand. Pg. 11-65

Wilson J. M. Rostker B. & Fan C. (2010) “Recruiting and retaining America's finest

evidence-based lessons for police workforce planning”, Santa Monica, CA, pg. 34-87

Horn C. E. Ryan K. & Tracy W. (1990) “Workforce futures: strategic planning in the

states” Washington, D.C.: National Commission for Employment Policy. Pg. 5-45

Young M. B. (2006). “Strategic workforce planning; forecasting human capital needs to

Execute business strategy.” New York, NY: Conference Board. Pg. 32-45

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