Name Qamar Hassan Iqbal

Submitted Ms. Rabeea Ishaq

To

Subject Project HR &

Communication

Program MS Project Management

Semester Spring 2023

Sap ID 51070

Case Study 2
Q: Summary Report of Case Study 2.
Although the ability to solve talent-related issues rapidly makes HR project managers
valuable, a single-minded concentration on firefighting can result in solutions that are not always
in line with the organizations’ long-term goals. Organizations can prevent this pitfalls by
effectively recognizing and resolving workforce requirements and risks through strategic
workforce planning. HR project managers can develop a talent plan for their organization that is
more enduring and successful by adopting a more holistic approach to talent management.
In conclusion, workforce planning is the process of ensuring that the organization has the
appropriate amount of individuals with the suitable abilities, in the proper spot, at the appropriate
moment, to achieve business objectives. Workforce planning has two main facets: practical and
strategy. Operational workforce planning assists the organization in connecting its current skills,
resources, and capacities to more immediate needs by focusing on the short term, usually 1-2
years out. On the other hand, strategic workforce planning looks at the skills and capabilities
those individuals will require over the long run in addition to the amount of people needed to
carry out the business strategy. Organizations need support from a range of constituents,
including those in finance, administration, human resources, and line
These are excellent pointers for businesses seeking to use labor planning. Here is a list of
each advice item:
Get actionable:
Get specific and first. When you provide useful knowledge, people begin to become
enthusiastic. When creating the adoption model, it's crucial to comprehend the company strategy
and to commence there. For instance, you might need to make plans for a distinct talent group if
your objective is to increase sales in a new area. With strategic workforce planning, you can map
out other important factors such as time to complete positions and the expense of that
expenditure.
Build relationships:
It's crucial to go over the advantages of the process with executives because many of
them see workforce planning as just another job. The piece references a successful customer
who, for workforce planning, enlisted a powerful coalition of supporters from HR, Finance, and
their core corporate planning function.
Create a sense of urgency:
Explain to the executives the importance of having a current strategy for each division
of the company. So that they can make the appropriate real estate investments and other
workplace arrangements, facilities, for example, needs to know how many new employees may
be hired as well as the divisions they will be working in well in advance. The same goes for IT,
which needs to know how many new users there will be. To encourage planners to complete
their plans on time, schedule sessions for reviewing plans in preparation.
The significance of utilizing the appropriate technology for strategic manpower planning is
covered in the piece. Spreadsheets are an outdated tool that can compromise security and restrict
collaboration, speed, and adaptability. These difficulties can be surmounted, and planning can
become more flexible, cooperative, and fact-based with the aid of cloud-based, analytics-driven
staff planning tools. By giving a full and accurate image of the organization and promoting
workforce planning collaboration, a people analytics tool allows rapid-cycle planning.
The paper also gives a case study of a biotechnology business that implemented agile
workforce planning practices, such as workforce planning, forecasting, and analysis of monthly
attrition and development. Through this ongoing process, the team was able to better handle and
source personnel, prepare for labour shortages, and have more insightful discussions with
stakeholders.
Overall, the paper emphasizes the value of agile scenario planning in critical
circumstances and particular settings as well as continuous, flexible workforce planning to
support daily practical planning. Organizations are able to create lasting high performance and
shift away from reactive HR firefighting with the proper technology and strategic planning
techniques.

Summary Report:
The significance of HR project managers taking a more comprehensive approach to talent
management rather than just concentrating on policing is highlighted in the paper. This can be
done by adopting strategic workforce planning, which entails making sure the company has the
right people, with the right skills, in the right place, at the right time, to accomplish business
goals. Strategic workforce planning centers on the abilities and skills that people will need in the
long run and goes beyond the immediate future. HR project managers can create a personnel
plan for their company that is more effective and long-lasting by using this strategy.