Our work on workforce planning continues to help employers form practical decisions about their resourcing decisions and has informed reports and papers that we have produced on the subject.
This second paper in our new series of HR Essentials papers focuses on workforce planning. It offers the practitioner two elements of support on just two pages: A framework for thinking about your own approach, and ten practical tips for developing and implementing a successful approach.
This infographic summarises Peter Reilly's framework and top tips, as published in his guide: Workforce planning: a framework for thinking about your own approach.
Deep budget cuts were hitting the public sector in 2010, and would have a big impact on central and local government and on the NHS in the following years. The challenge for the public sector over the short and medium term was to plan workforce reductions to get not only the best possible outcome for service delivery, but also a sustainable workforce to carry the organisation into the future.
Experience from previous recessions suggests that the recovery of full employment lags a year or so behind economic recovery. Even when private sector companies are once more successful, there may be a natural disinclination to recruit to previous levels until there is greater certainty about the economy. In 2010, deep budget cuts were hitting the public sector, and would have a big impact on central and local government and on the NHS in the following years. Taken together, these factors meant that the labour market was unlikely to return to the buoyant days of the early 2000s for the foreseeable future.
This practical guide uses an eight-step approach to help both HR practitioners and managers through the workforce planning process.
Workforce planning has been around for a number of years but there has been a resurgence of interest in this HR practice as organisations have begun to realise that the need for planning is greater than ever.
