WORKFORCE

OUR
PLANNING
Ceniza, Shane C. | Balmes, Janezle A. | Castillo, John Lloyd C.

GROUP 1 - BSBA (1st Year)

Planning is bringing future into
the present so that you can do
something about it now.

- Alan Lakien
WHAT IS WORKFORCE PLANNING
- It involves assessing the current and future workforce needs
of an organization and developing strategies to meet those
needs effectively.
- It includes analyzing factors such as staffing levels, skills
requirements, recruitment, training, and development

- The Society for Human Resource Management defined

workforce planning as "the strategic alignment of an
organization's human capital with its business direction" (SHRM
HR Q&AS, 2012).
WORKFORCE PLANNING IS, SIMPLY STATED, THE
Right number of people with the

Right competencies in the

Right jobs at the

Right time

to accomplish the agency's goals and mission.

Workforce planning is often referred to as HR planning, succession planning,

human capital planning, and/or talent management
PURPOSE OF WORKFORCE PLANNING
• Anticipating and mitigating potential talent shortages or
surpluses.
• Aligning workforce capabilities with organizational goals.
• Enhancing workforce productivity and efficiency.
• Identifying skill gaps and implementing training and
development programs.
• Supporting organizational change and growth initiatives.
WHY DO WORKFORCE PLANNING
When properly implemented, workforce
planning ensures an organization has the right
people with the right skills in the right places at
the right time. These factors, people, skills,
positions, and timing, need to be aligned to
ensure your organization is able to continue to
meet its mission.
WHAT ARE THE BENEFITS OF
WORKFORCE PLANNING
• Improved resource allocation and utilization.
• Reduced recruitment and training costs.
• Enhanced employee engagement and retention.
• Better responsiveness to market demands and
industry changes.
• Increased organizational agility and resilience.
WHO IS IN CHARGE OF WORKFORCE PLANNING?

- HR team
- Sales leaders
- CEO
THE 6 STEPS OF WORKFORCE PLANNING
• Step 1. Planning - set some kind of vision or overall goal to work
toward.
• Step 2. Status Quo - Analyze the current workforce.
• Step 3. Projection - Identify the types and quantity of talent
required to meet future business objectives.
• Step 4. Gaps - Compare the requirements with the existing talent
pool to identify the gaps or deficiencies.
• Step 5. Fixes - Develop strategies to address them
• Step 6. Results - Evaluate the effectiveness of the workforce
planning efforts
EXAMPLE SITUATION
Step 1 - Planning (What is the plan today?)
A clothing brand has only physical shops in different mall. They
plans to expand its services by having social media pages for their
brand. The current plan involves evaluating the company's existing
team and capabilities.

Step 2-Status Quo (What talent do we have?)

- the company finds that while it has experienced seller and
marketers, non of its team members specialize in social media.

Step 3- Projection (What are our future needs?)

- the agency forecasts an increased need for social media experts.
EXAMPLE SITUATION
Step 4- Gaps (What is missing?)
- the agency identifies a gap in its capabilities and recognizes the need to hire
or train employees with social media management skills.

Step 5-Fixes (What needs to be fixed?)

- To address the gap, the agency decides to hire a social media specialist. They
provide training sessions for existing team members to enhance their
understanding of social media marketing strategies and tools.

Step 6 - Results (How did our efforts work?)

- After hiring the social media specialist and providing training to the team, the
agency launches its social media management services. They monitor the
result of the workforce planning effort.
WORKFORCE PLANNING AND HR ACTIVITIES
Workforce planning is important because it influences
almost all other HR activities, including job analysis,
recruitment and selection, training and development, and
career management. We will now discuss the relationship
between workforce planning and each of these functions.

• Job Analysis
• Recruitment and Selection
• Training and Development
• Career Management