Of course you are. Operating in "reactive mode" is frustrating, stress-inducing and inefficient. And in today's market, there's good reason to be more proactive about your workforce needs: High-level planning provides your team with a strategic basis for making smart human resource decisions. It allows you to anticipate change, avoid "panic hiring" and keep your personnel needs aligned with your company goals. In theory, the whole idea sounds great. But if you can't predict the future, how can you stop reacting -- and create a better way to staff your business? With a sound workforce plan, you can accurately forecast your hiring and staffing needs (no crystal ball required!). Here's how to do it: Think high-level. 1 - Analyze your supply. Examine your current workforce, considering its composition (demographics) and capabilities (competencies). 2 - Consider your demand. Talk to hiring managers and internal recruiters about their needs. Pay attention to positions that are the toughest to fill -- and figure out why. Forecast the competencies that will be required by your future workforce, in order for your organization to achieve its goals. And finally, consider the internal and external forces that may impact your need for talent, such as: 3 - Find the gaps. Compare your supply and demand data to determine "what is" and "what needs to be." Detail talent gaps that may put your company at risk. 4 - Create your workforce plan. Outline the strategies and tactics needed to build your ideal workforce -- one that has the people and capabilities to meet your company's long-term goals. In addition to recruiting, consider the following tools when developing your plan to meet future talent needs: Use these tips to make your workforce plan a success (and not just a paperweight): Get everyone involved. Don't create your plan in a vacuum! Involve members of all departments and integrate your plan with existing HR programs such as succession planning, training and career development. Assign a leader -- and establish accountability. Designate a workforce plan "champion" to spearhead your company's effort, generate buy-in at all organizational levels and hold managers accountable for achieving desired results. Ask the right questions. Conduct work-group leader interviews to gather the information you need for your supply and demand analyses. Here are a few questions to consider: Make it a habit. Workforce planning isn't a "once and done" event. It's a process; one that requires regular review and modification to keep it aligned with your company's objectives. Commit to an annual review to get the results you want. No matter what your business is trying to achieve, or what sort of personnel challenges you struggle with, your staffing provider is ready to help. Experts in workforce planning, their employment specialists can: All you need to do is ask!STOP
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