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VIDEO & WHITE PAPERS: Strategic Workforce Planning to Future-Proof your Workforce |HBR & Kelly Services Research

 Dick Beatty, professor of Human Resource Management at Rutgers University, explains how to identify your most important positions — and get your best people into them.
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Are you thinking about Strategic Workforce Planning?

Then you should read the new paper “Future-proof your workforce – The what, why, when and how of Strategic Workforce Planning”.

Moving to a strategic model of workforce management requires significant change leadership within most organizations.

Even those organizations that embrace the concept and understand its importance are often hampered by the lack of robust, proven tools and practices to implement it, as well as the difficulty in finding appropriately trained professionals to make it happen.

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Building Strategic Workforce Capability

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When will your organization turn speculation about the benefits of SWP into actions and tangible outcomes?

Adopting a model for strategic workforce management is a major undertaking for any organisation. It requires careful planning and intricately aligning business objectives with stakeholder priorities—within and outside the organisation.

Yet SWP holds great rewards for businesses intent on securing key workforce resources to support their strategic priorities, reduce risk and grow competitive advantage in future.

If you’re intent on establishing SWP in your business, we recommend you follow these four core steps:

1. Start small – the secret to successfully creating a strategic workforce capability in your business is to focus on the

2. Articulate your goals – gauging current capabilities, considering future goals, and engaging leaders and partners with a compelling strategic statement will help you garner core support for a strategic workforce pilot.

3. Segment roles and resources – by segmenting roles and resources according to strategic priorities, worker capabilities and psychographics, and integrating internal and external priorities with HR processes, you can begin to align existing workforce capabilities with strategic priorities.

4. Measure the results – apply workforce analytics to build a platform for EBHR, and use key success metrics to support a business case for SWP in other parts of the organisation.

Carefully targeted communication is key throughout this process—whether you’re clarifying strategic goals and aligning them with business priorities, or implementing new people-management frameworks and demonstrating ROI. By communicating and sharing key details throughout the project, you can establish a groundswell for SWP that will ultimately support the business’s competitiveness and help mitigate risk in future.

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About Kelly Services - Global:  Kelly specializes in providing world-leading staffing solutions. Backed by an international network of more than 2,600 offices in 39 countries, including 21 European countries,  is serving clients around the world by delivering a wide range of services, including recruiting, human resources management and placement for job-seekers. All offices, with more than 555,000 employees, apply the principles of Total Quality Management (TQM).

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