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Advanced workforce planning practices evaluate and make projections of employee supply and demand at a role level, creating a more refined view of talent needs and availability. It engages external databases of supply/availability assessments, providing clarity as to the challenges (or lack thereof) of hiring new and replacement employees by position or job role in both near- and long-term timeframes.
It further clarifies the staffing requirements and subsequent plans by segmenting the workforce into groupings based on their criticality to future strategies and scarcity in the marketplace. Such segmentation enables a more nuanced and specific gap analysis for prioritization of mitigation efforts. It broadens the options for building a long-term strategy beyond recruiting and short-term training with multiple methods and sources to fulfill staffing needs over a period of time.
A more specific and job-level planning assessment provides the superior information needed to optimize the staffing of the organization, from key, prioritized roles to those that can be best filled with contractors or temporary employees. It engages all forms of staffing considerations, including the planned development and mobility of existing employees over time, retention strategies for critical workforce segments, and the outsourcing of less critical, more easily recruited headcount. It creates a greater strategic mix of employment options, including planned obsolescence of certain jobs or functions through workflow automation.
It enables more precise planning for workforce costs with better forecasting of location, space, benefits, and changes in staff support requirements. Long-term talent management planning and staffing is supported with more rational, accurate, and proactive thinking and action preparation.
Generating a view of the positions that have a disproportionate impact on meeting key strategic objectives across the organization.
Utilizing external data to determine current and future availability of the talent needed to fulfill the company’s strategic objectives.
Identifying where shortages will likely exist in critical talent roles and providing the basis for replacement planning well in advance of the future loss of individuals in those positions.
Defining specialized and concentrated efforts that will be undertaken for the key roles with greatest importance to meeting the organization’s strategic objectives.