WORKFORCE PLANNING. South Carolina Budget & Control Board Office of Human Resources. SESSION PURPOSE AND TOPICS Purpose: To develop a common understanding of workforce planning in terms of: why it is needed how it is done activities to date information and resources available
Budget & Control Board
Office of Human Resources
a framework for making staffing decisions based on mission
a means of aligning program priorities with fiscal and human
a connection between HR services and the strategic plan
a tool to use with the Legislature when presenting your budget
and FTE needs
The items below represent actions organizations typically take when implementing a workforce planning initiative. Your pattern of responses will give you a snapshot of the status of your workforce planning efforts.
YES NO NOT SURE
Workforce planning results in having the right people with the right skills in the right place at the right time.
examines the current workforce and occupations and projects the number and characteristics of jobs and and number of employees needed to fill them at a specific point in the future.
focuses on the amount and type of work the organization anticipates handling at a specific point in the future, and uses this information to project the number of resources (people and skills) needed to perform that work.
identifies sets of competencies aligned with the organization’s mission, vision and strategic goals. This approach assumes the organization has already considered workforce and workload and can focus not only on the number of people, but the competencies employees must master for organizational success.
Adapted from Workforce Planning Resource Guide; IPMA
Human resource development
Human resource management
identify key players from
develop a planning team
determine priority goals and critical areas of need
review current T&D plan
review relevant policiesCOLLABORATION INVOLVES
monitor progress of efforts
plans for the transition
future needs, gaps and surpluses
- Review 2000 census data - Monitor economic and political trends
- Review state budget forecasts - Research local public/private sector
- Track anticipated changes in layoffs and hirings
state/federal laws or regulations - Be alert to technological innovations
- Look for direction, goals, and - Review the Accountability Report
priorities with workforce - Identify other sources of information
planning implications - Provide input into strategic planning
- Project retirement eligibility - Analyze and project turnover
- Analyze diversity data - Analyze jobs
- Identify current and future skills needed - Develop a skills inventory
- Do workload projections
- Analyze exit interview data - Conduct employee surveys
- Find out what your top performers want - and - Find out who leaves and who stays -
don’t want - in a job or work environment and why
Is it current?
Is it reliable?
Identify and develop a pool of people qualified to fill key positions if they become vacant.
- Develop individual training plans - Consider re-deployment
- Arrange for transfer of knowledge - Develop a recruiting pool
Identify, attract, and / or develop diverse, qualified applicants.
- Develop relationships with schools - Make maximum use of pay options
- Target outreach to non-traditional groups
Retention Determine and respond to factors influencing why people leave or stay. - Offer flexible work options - Address work climate issues - Implement reward and recognition practices - Provide employees with necessary tools - Make maximum use of pay options - Consider job design and ergonomics issues________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Training and DevelopmentDevelop the skills employees need to perform current and future jobs. - Train or re-train in critical skills areas - Update Position Descriptions - Use the EPMS planning stage - Develop individualized development plans - Use knowledge transfer techniques - Provide career path information___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Targeted recruitment and selection
Reduction in ForceSELECTING STRATEGIES FOR:
Basic project management:
Publications and Presentations
Accountability in H.R. Management. Jack Phillips. 1996.
First, Break All the Rules. Marcus Buckingham and Curt Coffman. Simon and Schuster. 1999.
H.R. Contribution Model. SC Budget and Control Board, Office of Human Resources. Fall, 2000 HR Conference.
Keeping Good People. Roger Herman. R.R. Donnelley & Sons Company. 1991.
Love ‘Em or Lose ‘Em. Beverly Kaye.
Sample Exit Interview Questionnaires. IPMA Publications. <www.ipma-hr.org/research/cprserie.html>
State of South Carolina Workforce Plan. SC Budget and Control Board, Office of Human Resources. June 15, 2001.
Training Needs Analysis Toolkit. Sharon Bartram and Brenda Gibson. HRD Press, Inc. 2000.
22 Keys to Creating a Meaningful Workplace. Tom Terez. Adams Media Corporation. 2000.
Workforce Planning: Agency Data Resources Toolkit. SC Budget and Control Board, Office of Human Resources. June 2000.
Workforce Planning Resource Guide for Public Sector Human Resource Professionals. International Personnel Management Association. 2002
Campbell Organizational Survey. Susan Hyne and David Campbell. National Computer Systems, Inc. 1995.
Retention Climate Assessment. BT.Novations <www.bt.novations.com>
Meaning at Work. Tom Terez. Adams Media Corporation. 2000.
City, State and Federal Web Sites
About NASA Workforce Data. <http://naade02.msfc.nasa.gov/workforce/about-data.html>
City of Minneapolis. “Workforce Planning Best Practices Study”. February 25, 1999. <BSTPRACS.DOC>
Iowa. “The 21st Century Workforce - Trends and Attitudes Mean Change”. <www.state.ia.us/Government/idop.index.html>
Kansas. “State of Kansas Workforce Report”. <http://da.state.ks.us/ps/>
Maine. “FY 2000 Annual Report”. www.state.me.us/bhr
New York. <www.goer.state.ny.us/workforce/planning/links.html>
Office of Management and Budgets. “Workforce Planning Resource Guide from OMB/HHS”. <www..os.dhhs.gov/progort/ohr.wfpguide.html>
Office of Personnel Management. http://www.opm.gov.workforceplanning/index.htm
South Carolina. Office of Human Resources Web Site. <www.state.sc.us/ohr/workforce01/wfplanmenu.htm>
Tennessee Valley Authority. “How to Determine Future Workforce Needs”. www.workforce.com/archive/000/22/83.xci