In the wake of the COVID-19 pandemic, Strategic Workforce Planning has proven instrumental for organizations seeking to manage and adapt effectively to unforeseen disruptions. HR leaders are pivotal in shaping this landscape, as they are proficient in conducting Workforce Planning at the business unit level. Despite their expertise, they sometimes grapple with effectively incorporating their insights into the larger organizational strategy. In light of this, it is imperative to dissect how these business unit-level insights can be woven effectively into the fabric of organization-wide workforce planning.
For an organization to be nimble, robust, and prepared in the face of urgent talent demand and supply mismatches, holistic organizational-wide workforce planning is essential. This can be accomplished by integrating a 6-phase Business Unit (BU)-level planning strategy:
- Prepare for Workforce Planning: This initial stage requires HR leaders to gather relevant data and information about their workforce. Such data includes the skills, capabilities, and demographic profile of current employees. It also involves identifying future workforce requirements, in line with changing market conditions and business strategies.
- Understand the Business Strategy: HR leaders must deeply understand the organization’s business strategy and its implications for workforce requirements. This includes recognizing the skillsets that will be required for future projects and initiatives.
- Diagnose Strategy Execution Risks: The third phase involves identifying potential risks that could hinder the successful execution of the business strategy. For example, this could include a lack of key skill sets within the organization, or potential future workforce shortages.
- Develop Risk Mitigation Plan: After identifying potential risks, HR leaders need to formulate a plan to mitigate these risks. This could involve strategies for training and developing current staff, or for recruiting new employees with the necessary skill sets.
- Prepare Workforce Plan Execution: At this phase, the execution of the workforce plan begins. This includes taking concrete steps towards implementing the strategies identified in the risk mitigation plan.
- Monitor & Manage Workforce Plan: Lastly, it is essential to continuously monitor and manage the workforce plan. This involves regularly assessing whether the plan is meeting its objectives, and making any necessary adjustments.
Dr. Dawkins Brown, the Executive Chairman of Dawgen Global, eloquently captures the essence of this process: “The art of strategic workforce planning lies in harmonizing the individual melodies of business unit-level planning into a symphony of organization-wide strategy. Our role as HR leaders is not only to conduct but also to compose this orchestra, ensuring each note contributes to the overall masterpiece.”
By executing this 6-phase BU-level planning, HR leaders can harness the strength of individual business units and leverage their insights to craft an impactful, unified, organization-wide Workforce Planning Strategy. This integrated approach aids in navigating the complex labyrinth of talent management and strategic workforce planning, bolstering the organization’s adaptability and resilience amidst a rapidly evolving business environment.
About Dawgen Global
Dawgen Global is an international professional services firm that specializes in providing comprehensive business solutions across various industries. With a focus on accounting, taxation, auditing, business advisory, and management consulting, Dawgen Global caters to clients of all sizes, from small businesses to large multinational corporations.
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