In my previous article, I mentioned the Human Resource is a function. If you haven’t read it here is the link.
How important is human resource as a function? As a function I mentioned that it makes up the processes, the practices and the strategies so that it will be able to attract, develop and keep the employees who contribute to the overall success of the company. Hence human resources exist to help the employees thrive.
Its functions play a pivotal role in an organization. Let us delve on some of the roles.
Why Strategic Workforce Planning Matters
Due to the rapid change and uncertainty, human resources are pressured to ensure that their organization has the required talent to support the changes of business priorities. Strategic Workforce Planning (SWP) is a continuous process of identifying gaps, specifically talent needs within the organization that is associated with the organization’s future goals. Also to establish a strategy to make sure that the organization has the right mix of talent, technologies and employment models to be able to reach these goals.
This is not only based on the organization’s long-term strategy but also in preparation for unexpected and expected changes in the organization.
The goal of strategic workforce planning is to have a workforce with the right size, right shape, right cost and right agility.
The Four Pillars of a Strategic Workforce
The right size is about having around the number of people and job roles. Too large a workforce is overstaffed and works inefficiently. On the other hand understaffed it is not producing what it can produce potentially.
The right shape is about having the right configuration with competencies that are needed presently and for the future. Here succession management is involved.
The right cost is about reaching the optimum labor cost. Two scenarios, excessive labor costs will bankrupt the company while insufficient labor will result in an inadequate workforce to achieve the job.
The right agility is about having a lean, flexible and adaptable workforce.
Collaboration is Key: HR and Business Leaders Working Together
Understanding the organization’s business strategy will help build an effective workforce. Human resource leaders should partner with business leaders in order to build a strategic workforce plan.
photo by RDNE Stock project
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Dave’s offshore track record as Recruitment Manager (Wadi Jobs) and Systems Analyst (Gulf Dynamic) brings a broad framework for MIW’s HR, IT, and Digital Transformation excellence. His ISO 9001/14001 Compliance Delivery (Millennium Offshore) and various consultancy engagements provides a wide-range boots-on-the-ground innovation towards MIW’s mission critical roadmap.
