Strategic Workforce Planning – Applications of Latest Research
18 March 2015
Trinity House, Trinity Square, Tower Hill, London, EC3N 4DH
Global changes in education, demographics, training and development and the expectations of future generations will fundamentally affect the availability of future skills and talent. The need to plan seems obvious, but our experience suggests this is something many organisations struggle with. In this workshop, we will explore how companies can approach strategic workforce planning in a practical, effective way.
Who is it for?
This topic is of fundamental interest to those concerned with talent management and planning, workforce reconfiguration and optimisation, skills development and shortages, aligning workforce with business strategies, and maximising the ROI on their people.
The business case for strategic workforce planning would appear to be overwhelming given that the people factor is typically the highest cost item in the budget and the single largest driver of business outcomes.
With many organisations now seeking to move beyond traditional workforce planning (i.e. supply and demand), to a more sophisticated workforce strategy, this workshop will explore how companies can approach strategic workforce planning in a practical, effective way, based on latest research and thought leadership.
Prior to the event, CRF members will be invited to participate in Colin Beames’ workforce strategy audit survey, that identifies strengths and weaknesses and areas of needed improvement. The survey will provide a backdrop for the practical workshop.
The event, chaired by Wendy Hirsh and facilitated by Colin Beames, will provide feedback on your organisation’s strategic workforce planning capability and offer techniques for improvement. Thereafter topics will include:
• understanding the business case for workforce strategic planning
• adopting best practice in segmenting your workforce based on the most prominent conceptual model of HRM architecture
• aligning workforce and business strategies by linking the importance of roles to the strengthening critical organisational capabilities and core competencies
• moving from a ‘one size fits all’ approach to applying differentiated HR policies to the importance of various roles to business outcomes – the essence of a workforce strategy
• how to profile the Employment Value Proposition (EVP) for various roles, based on a model of the psychological contract
understanding people risk, including using HR data to provide deeper workforce insights.
We will also hear the practical experiences of companies that have implemented strategic workforce planning techniques.
If you are not a member but are interested in attending this event please contact Lynn Little on 020 7470 7104 or at email@example.com.