What is workforce planning

Workforce planning consists of analyzing and planning for the future of your workforce.
This is done against the current supply of human capital, while assessing any gaps in the
organization, ensuring they have proper talent management in place, and altogether
finding out if they have the right people in the right roles.

Analysis Analyzing your current workforce.

Projection Determining the future needs of your workforce.

Identificatio Finding gaps between where you are now and where you want to
n go.

Design Implementing solutions to accomplish your goals.

Fulfillment Accomplishing your plan through your top talent.

These are the 5 steps of workforce planning.

Why workforce planning is important?

In today’s corporate world, the key element that keeps successful companies running is
people.

if organizations are able to look ahead and plan what roles, skills, and people will be
needed to meet their business goals now, and in the future, they are more likely to
develop well.

 Solid grasp of business strategy

 Deep understanding of human talents and capabilities
 Strategic, time-conscious, and thoughtful process

6 strategic steps to improve workforce

planning.
What is the plan?
in this we have to focus on certain points like Where is our business going? Where do we
want it to go? What are the current goals of top-level management?

The Workforce planning needs to start from the top to down.

Who do we have now?

The next is to analyze the talent we have on our hand. Who do we currently have working
for us? What skills or training do they have? Take all this into account we currently have, in
the form of data and over a period of time to see how we’ve grown to this point.

What do we do next?
In this we have to Think about the space in between our current talent and our ultimate
goal. So, what do we need next? Do we need more people? Different kinds of skills? More
leaders? This will begin to inform you in terms of what we should do and what concrete
measures we may need to implement

Talent gaps
Now If we think about what we need to do next, first we need to think about what’s
missing. What are the most pressing talent gaps in our organization? Which ones would
help us to reach our goal sooner? For instance, would hiring the perfect high-level
executive help to recruit even more mid-level talent? Which gaps, when solved, turn into
their own amazing opportunities for growth?

Fixes and initiatives

To fix those gaps, we will focus on campus recruiting, formulating a more compelling
remuneration package or rewards for top talent and see What kind of fixes will helps
address those gaps, and what to take the next in our workforce plan, ultimately to achieve
our goal.

Measure results
In this step we will see our new fixes worked or not? How much closer are we to our goal?
In this, analytics and reporting are absolutely essential, as they can track your progress
over time against your goal. And, in a click or two, you should be able to have a report that
you can use and bring to executive management.
How Does Workforce Planning Benefit
Employees?
Now as we understand the basics behind workforce planning. We have to see how it all
relates to what your employees want and need.

Vision Looking ahead to the future of your organization.

Planning Taking steps to best helps that future vision.

Strategy Concrete measures and initiatives that get you there.

Humanity An understanding that people, your talent, will get you there.

Empathy A focus on the human qualities of skills, work, and success.

What will be the future workforce?

People are also more likely to work completely from home, The adoption of
technology by businesses has also been slow or not aligned with the latest
advancements. Furthermore, there are few measures to reskill and train employees for
using these technologies.

Adopting automation and cloud technologies can undergird India’s transition to a

hybrid or remote working model.

cloud adoption

Cloud technologies can help organizations become more resilient and competitive,
even in sectors like manufacturing, architecture, construction, and engineering (AEC)
which require the physical presence of workers. 
There are some digital solution like Building Information Modelling (BIM) and
generative design (GD) can help organizations to obtain the benefits of automation by
leveraging the capabilities of machine learning and artificial intelligence (AI).

BIM (building information modelling) is an intelligent 3D model-based process that

provides insight and tools to manage projects faster, more economically, and with less
environmental impact. It enables AEC teams to work and collaborate in real time,
from anywhere. They can keep projects moving and save valuable hours by
streamlining project process with centralized data, workflows, and progress reports.

As BIM enabled Bangalore International Airport Ltd (BIAL) to complete the

Terminal 2 project at the Kempegowda International Airport, Bengaluru in record
time.

GD (generative design) is a form of AI that leverages cloud computing to provides

designers and engineers with valuable insight so they can make faster and better
design decisions. Manufacturers can explore thousands of designs in less time than it
would take to deliver a single concept using traditional processes.

GD has helped Decathlon, the French sports equipment manufacturer, reimagine the
biking experience with lighter, stronger, customizable, and more sustainable bicycles.
A culture of lifelong learning
As we know Automation is essential to Industry 4.0, especially in the APAC region –
home to 64 per cent of the world’s industrial robots. Revenue from AI platforms is
forecast to grow twice as fast in APAC than anywhere else in the world between 2019
and 2024.

This may bring changes to tasks, or the use of technology to increase some jobs. It
may also make some jobs unnecessary or create entirely new ones. 

Avoiding or delaying automation is not the solution. Instead, the focus should be on
adopting it and preparing the workforce for it through reskilling and upskilling. This
may require developing new certification programs. Companies invest in learning-
and-development programs to build adaptability and building a culture of lifelong
learning among their employees.
Challenges: the foundation for innovation
Historically, innovation has gone through from crises, especially those related to
public health. The only way to reimagine how we work, learn, and work together, and
help our communities thrive is to increase human creativity with powerful technology.
With the right tools, training and resources, we will have a highly adaptable
workforce that will develop well in the future of work – a future that has already
arrived.