(CHARUSAT)

FACULTY OF MANAGEMENT STUDIES (FMS)

INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT
BBA PROGRAMME (2018 – 21)
SEMESTER – 5
A Presentation on
BM392.1 Emerging Issues In human resource management

TOPIC: STRATEGIC WORKFORCE PLANNING

SUBMITTED BY: submitted to: RESMA SABLE

ID No: 18BBA089 Asst.. Professor, I 2IM – CHARusat
NAME: shivangi rathod
 Flow of Presentation
• Introduction
• Strategic workforce planning process
• Importance of Strategic Workforce Planning
• Criteria of Strategic Workforce Planning
• Objectives of Strategic Workforce Planning
• Strategic Workforce Planning model
• Strategic Workforce Planning cycle
• 7 steps for successful strategic workforce planning
• Conclusion
STRATEGIC WORKFORCE PLANNING

is created by designing a process within organization that proactively

anticipates current and future hiring needs. This workforce planning will
ensure that organization that has resources needed to meet its business
goals.
Strategic Workforce Planning should be done with a cross-functional team that includes
individuals that are currently involved in workforce planning, human resources, technical
training,recruitment and executives from Operations, etc.
• Workforce Planning, where successfully introduced, helps fill knowledge gaps and highlight
operational areas requiring attention in order to facilitate organizational objectives.
 Strategic Workforce Planning process

Strategic planning. helps to Align the process with the organization’s strategic plan and annual
business plan to support achievement of long-term.
Current workforce analysis. includes current resources, including projections for training and
development and also turnover
Identification of future workforce requirements types, quantity, and location of human
resources required to accomplish strategic objectives
Gap analysis. Identify the gaps between current and projected workforce needs.
Action planning. Identify how to close resource gaps, including development of
implementation plans and associated evaluation metrics.
Execution and evaluation. Execution involves, in brief, establishing roles and responsibilities
and securing required resources. Evaluation involves monitoring progress relative to goals and
making adjustments as necessary to reflect changes in plan assumptions or other relevant
factors.
top benifits of strategc workforce planning

Companies struggle with strategic workforce planning for a variety of reasons,like for example an
inability to collect meaningful data to a lack of credibility and acceptance with the executive team.

Many companies are dedicated to improve their HR practices for better business performance.
Companies with the best HR practices use a successful human resource management strategy that
includes recruiting top employees, incentive programs for staff, understanding and dealing with
organizational issues, being innovative in helping the company stay ahead of the competition.
 Importance of strategic workforce planning
the benefits of strategic workforce planning is Once you have adopted the plan and
you can successfully identify all current and required workers, you will be able to
hire the top talent in your particular field and stay one step ahead of your
competitors at all times.
• Demographic changes is needed because there are number of different problems,
including a lack of in-demand skills, reskilling challenges, and mass-retirement.
• Cost reduction: Increasing global competition forces companies to work smarter. At
the same time, the aging workforce is a more expensive one – but not necessarily a
more productive one.
• Talent management:Having people with the right drive and lining up a talent
pipeline to replace the aging group of senior management and executives in the
company is essential.
• Flexibility: . The revenue produced by products that are less than a few years old has
increased tremendously in the last few decades
 Criteria of strategic workforce planning

• the goal of workforce planning is to have a workforce with the

right size, shape, cost .
• The goal of size revolves around the number of vacancies.
• The goal of shape revolves around having the required
competencies needed today and tomorrow .
• The goal of cost revolves around reaching an optimum in labor
cost.
• The goal of agility is about having a workforce that is lean and
flexible and can adapt to changing market demands.
 Objectives of strategic workforce planning

•  To make sure we have the right people in the right place at the right time with the
right skills; predicting future talent demands
• for example google is well known for its innovation and strength when it comes to
Strategic HRM. They know their people are what makes them great, and this is at the
forefront of their overall business strategy. The company boasts tons of employee
perks and amazing facilities. This includes a seven-acre sports complex, multiple
wellness centers
• the second one is To ensure that the demand for people numbers, knowledge, skills,
attitudes, and values are matched with the supply of these attributes
• To provide a process by which people considerations are raised early in the strategy-
setting debate and to ensure that business-based plans are put in place for the people
outcomes of this debate 
 7 steps for successful strategic workforce planning

1. Consider the long-term goals of the organization by making sure people are able to deliver on the
business goals of the organization.
2. Analyze your current workforce. When it comes to analyzing your current workforce, there are two key
areas to explore is: the quality of the workforce and the quantity of the workforce.The quality of the
workforce is about assessing your employees on current performance and future potential.
3. to Find future skills gapsIf you conduct a skills gap analysis, you will know when people will retire, for
example,you can already start thinking of how to fill in the gaps they will leave behind
4. Prepare for different scenarios for example. Supermarkets are increasingly installing self check-out
machines so their customers can scan and pay their products independently.
5. Don’t hesitate to ask for external advice like Hire a consultant or someone who specializes in strategic
workforce planning to support you
6. Don’t forget company culture the skills you need to achieve your organization’s business goals may
changeBut you shouldn’t forget about your company culture in your strategic workforce planning.
7. Monitor and adapt In that only you’re able to modify your strategic workforce plan accordingly
 Conclusion

• The motive of workforce planning is to have the right people in the right jobs at the
right time. This happens by knowing the current workforce capabilities, planning
future scenarios, determining and taking steps to align the future workforce with
this desired workforce.
• for example: Cadbury had created a worker village along with R&D factories. The
village offered staff and their families a place to not only work but to live. Their
people are their main priority and they have built a positive work atmosphere that
allows for life and work balance.