Building Successful Organizations:. A Guide to Strategic Workforce Planning. Session 748: Building the 21 st Century Workforce 2007 TRB Annual Meeting Alethea Long-Green National Academy of Public Administration.
A Guide to Strategic Workforce Planning
Session 748: Building the 21st Century Workforce
2007 TRB Annual Meeting
National Academy of Public Administration
Create the Workforce Planning Team that includes top leaders, line managers, HR professionals, IT professionals, strategic planners and budget analysts.
Develop the workforce plan.2. Getting Started
Determine future functional requirements through environmental scanning and organizational analysis.
Calculate workforce demand by determining the number and type of employees needed and then assess additional drivers that may impact future workforce needs in different areas.
Perform a gap analysis by comparing projected supply with projected demand to identify deficits or surpluses that will exist.3. Describing the Current Workforce, Projecting Requirements and Identifying Gaps
The strategy selected will include one or more of the following elements:
Training and Continuous Learning
Leadership Development and succession planning
Recruitment and Retention
Workforce restructuring, outsourcing and downsizing4. Identify Strategies for Closing the Gaps
Workforce planning is a continuous process – it should be reviewed and revised at least once a year.5. Evaluating and Refining the Workforce Planning Process
Support from program managers and HR managers
Good communication and marketing
Linkage to other planning processes
Availability of accurate input data
Detailed implementation plans6. Critical Success Factors
After reviewing workforce planning efforts in 17 federal agencies, the Academy identified seven critical success factors.
The mission of the organization should drive the human capital system.
The system is composed of four processes:
Defining requirements (workforce planning)
Acquiring human capital
Improving human capital
Leveraging human capital
The system also requires leadership, resources and processes for measurement and accountability.7. Integrating Workforce Planning with Human Capital Investment
U.S. Patent and Trademark Office: Transforming to Meet the Challenges of the 21st Century:The Academy assisted the USPTO in the development of strategies to transform itself into a more positive, collaborative organization with a more flexible and capable workforce.
NASA’s: Balancing the Multisector Workforce to Achieve a Healthy Organization:The Academy is providing an independent assessment of the agency’s workforce strategy and recommending methodologies to plan for future workforce needs.Academy Studies Focused on Strategic Workforce Planning:
Office of Environmental Management: Review of Human Resources, Acquisition and Organization:The Academy conducted a management review of the EM program.Academy Studies Focused on Strategic Workforce Planning:
The success of workforce planning is judged by the results, rather than the process but there are five principles that the process should address:
Involve top management, employees and other stakeholders in the plan
Determine the critical skills and competencies required
Develop strategies to address gaps in numbers
Build the capacity needed to address administrative, educational, and other requirements important to supporting workforce strategies
Monitor and evaluate the agency’s progress toward its human capital goals.Other Approaches to Strategic Workforce Planning
From: The United States. United States General Accounting Office. Human Capital: Key Principles for Effective Strategic Workforce Planning. Dec. 2003.
Workforce planning can help ensure that an organization has the right mix – by education, experience, and other important characteristics – of personnel to advance its functional and organizational objectives.
To succeed, workforce planning should answer questions regarding desired workforce characteristics now and in the future, and how organizational practices are helping maintain or develop these characteristics.
Among elements needed to make workforce planning successful are active executive and line manager participation, accurate and relevant data, and sophisticated workload and inventory projection models.Other Approaches to Strategic Workforce Planning
From: Emmerichs, Robert M., Cheryl Y. Marcum, and Albert A. Robert. "An Operational Process for Workforce Planning." The RAND Corporation. 29 Nov. 2006 <http://www.rand.org/pubs/monograph_reports/MR1684.1/>.
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