Workforce planning is an ongoing systematic identification and analysis of the workforce needs of an organisation to achieve its objectives. It is a critical element of organisational management. Workforce planning is a business-driven and business-owned process. It’s about knowing the organisation’s business and using this knowledge to position the organisation’s workforce to best deliver its business outcomes and manage workforce-related risks. Workforce planning is a process of identifying the workforce capacity and capability the organisation needs to meet its objectives, present and into the future. It aims to ensure that the organisation has the right people with the skills and capabilities necessary for the work (APS Workforce Planning
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Alignment in workforce provides an organisation with a clear vision and alignment between the high level and individual goals that is necessary for high performance. It enables the organisation to take the right steps to select the ‘best fit’ person for the job and make use of a range of reward and recognition practices that encourage good performance, in particular rewards that include praise, peer recognition, and increased developmental opportunities. Also alignment identify a clear way for an organisation to focus on the development needs of individuals employees with regard to task, behaviours and organisation capability requirement (Blackman et al 2013). In contrast, lack of workforce management alignment can lead to an unbalance work place, human error and inadequate data strategy, lack employee motivation and bad reputation for an organisation (Webb, B …show more content…
(2005). A well implemented succession planning program has the potential for increasing the retention of the most talented employees. Leadership development is another important aspect of succession management. It should be an on-going, long-term process of investing in the talents of the organisation. A well-developed and implemented succession management system results in having more than one good employee available for a key job (Busine and Watt, B.,2005). Busine and Watt (2005) identified seven factors that influence the internal and external of succession. These are: globalisation, hyper-competition, technology, expectations of boards and financial markets, an emphasis on customer relationships, changing employee expectations, and workforce demographics.
All of these seven factors are important to an organisation. Succession management is primarily the responsibility of the Human Resources Department but definitely needs input and cooperation from the rest of the organization. Succession management is just as important as sales, marketing, finance, production (Busine and Watt 2005), etc. A successful succession management system also has direct positive impact on the bottom line and thus, should not be regarded
Alignment in workforce provides an organisation with a clear vision and alignment between the high level and individual goals that is necessary for high performance. It enables the organisation to take the right steps to select the ‘best fit’ person for the job and make use of a range of reward and recognition practices that encourage good performance, in particular rewards that include praise, peer recognition, and increased developmental opportunities. Also alignment identify a clear way for an organisation to focus on the development needs of individuals employees with regard to task, behaviours and organisation capability requirement (Blackman et al 2013). In contrast, lack of workforce management alignment can lead to an unbalance work place, human error and inadequate data strategy, lack employee motivation and bad reputation for an organisation (Webb, B …show more content…
(2005). A well implemented succession planning program has the potential for increasing the retention of the most talented employees. Leadership development is another important aspect of succession management. It should be an on-going, long-term process of investing in the talents of the organisation. A well-developed and implemented succession management system results in having more than one good employee available for a key job (Busine and Watt, B.,2005). Busine and Watt (2005) identified seven factors that influence the internal and external of succession. These are: globalisation, hyper-competition, technology, expectations of boards and financial markets, an emphasis on customer relationships, changing employee expectations, and workforce demographics.
All of these seven factors are important to an organisation. Succession management is primarily the responsibility of the Human Resources Department but definitely needs input and cooperation from the rest of the organization. Succession management is just as important as sales, marketing, finance, production (Busine and Watt 2005), etc. A successful succession management system also has direct positive impact on the bottom line and thus, should not be regarded