What Is Strategic Workforce Planning?

Strategic manpower planning is to reposition talent strategy and manpower structure through enterprises to help achieve business goals. In the rapidly changing current environment, strategic manpower planning, which is linked to business strategy, has attracted more and more attention from enterprises.

Strategic workforce planning

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Strategic manpower planning is to reposition talent strategy and manpower structure through enterprises to help achieve business goals. in

As strategic and operational needs change rapidly, in order to assist companies to continuously and dynamically manage their manpower needs, we propose a framework for strategic manpower planning. In simple terms, it translates the organization's future development direction into the correct talent strategy and demand estimates, and Through scenario simulation analysis and best cost-benefit estimation, an action plan is proposed so that the quality, quantity and structure of talents can meet the operational needs. Strategic manpower planning can be divided into four major steps:

Step 4: Strategic manpower planning optimization recommendations and action plans

Specific human resources planning has the following steps:

1. Make a job writing plan. According to the company's development plan and comprehensive contents of the job analysis report, a job preparation plan is formulated. Prepare a plan stating the company's organizational structure, job settings, job descriptions, and job qualification requirements. The job creation plan is to describe the size and model of the company's future organizational functions.

2. According to the company's development plan and the company's human resources inventory report, formulate a staff inventory plan. The staffing plan states the number of employees in each position of the company, changes in personnel positions, and the number of vacancies in the position. The purpose of the deployment plan is to describe the company's future staffing and quality composition.

3. Anticipate staffing needs. Based on job creation plans and staffing plans, forecasting methods are used to forecast personnel demand forecasts. Personnel requirements should state the required job title, number of personnel, and expected time of arrival. It is best to form a sub-table listing the number of employees, hiring costs, skills requirements, job categories, and the number and level of managers required to achieve the organization's goals.

4. Determine the employee supply plan. The personnel supply plan is a countermeasure plan for personnel demand. It mainly states the methods of personnel supply, internal and external mobility policies, personnel acquisition channels, and implementation plans. By analyzing the past number of people, the organizational structure and composition of the labor force, and information such as personnel mobility, age change, and employment, we can predict the supply situation at a specific time in the future. The forecast results outline the current human resources situation of the organization and the future development and changes in mobility, retirement, elimination, promotion and other related aspects.

5. Develop a training plan. In order to improve the quality of the company's existing employees and meet the needs of the company's development, it is very important to train employees. The training plan includes training policies, training needs, training content, training forms, training assessments, and other content.

6. Develop a human resources management policy adjustment plan. In the plan, the reasons, steps and scope of adjustment of the planned human resources policies are clearly defined. These include recruitment policies, performance policies, compensation and benefits policies, incentive policies, career policies, and employee management policies.

7. Prepare the cost budget of the Human Resources Department. These mainly include budgets for recruitment costs, training costs, welfare costs, etc.

8. Risk analysis and countermeasures for key tasks. Every company may encounter risks in human resources management, such as recruitment failures, new policies causing employee dissatisfaction, etc. These events are likely to affect the normal operation of the company and even cause a fatal blow to the company. Risk analysis is to prevent risks from occurring through a series of activities including risk identification, risk estimation, risk control, and risk control.

Strategic manpower planning is a complex process that requires "tailoring." Every business must consider its own unique issues. All businesses should start by focusing on these six key steps:

The first step: business strategy and scenario simulation: companies should not only focus on the talents they need, but also the economic, business, and overall talent market conditions that affect this factor.

Step 2: Demand analysis: The company needs to build a framework that contains the quantity, quality, positioning, cost and time of the required talents, so as to establish its own talent needs to achieve business development goals.

The third step: internal supply analysis: plan the number of people and cost, compare the past employee data to identify some key issues related to it (such as role, ability, positioning, degree of professional development, etc.).

The fourth step: vacancy analysis: recognize the gap between current and future talent supply and demand, and quickly address this gap, taking into account changing economic, business, and talent market conditions.

Step 5: Talent Market Analysis: Study the current talent market, talent data, talent capabilities, and analyze the availability, quality, and salary pressure of external talent supply based on different geographic locations. This is not only for the sake of the eyes, it is also a precautionary act.

Step 6: Talent planning: The company needs to establish a clear-cut strategy to solve the problem of talent vacancies, and consider all the details of the recruitment process, including attracting talents, interviewing, measuring their performance, training, succession, retention, job change, etc. This strategy should also include a way to track and observe the entire process. ^[1]