SWP - A New Dawn in HR and People Management Practices
Strategic Workforce Planning (SWP) heralds a new dawn in HR and people management practices.
It has emerged as a key theme for a whole host of reasons as outlined below:
A shortage of skills/talent
Digital transformation and its impact on the workforce
Shifts in organisational design from hierarchy to matrix structures and associated roles
Preparation for unexpected risks (e.g., COVID) and business continuity
The emergence of hybrid working models
Organisational agility and customer-centricity are now being hailed as the new order
An increased emphasis on HR analytics, and the making of evidenced-based decisions.
Labour is typically the largest cost item in the budget and according to research, the biggest driver of business outcomes (CIPD, 2003)
Beyond Workforce Planning
SWP goes well beyond having the right person in the right job at the right time. In addition, SWP addresses such questions as:
What is the optimum configuration of the workforce?
What are the capabilities and skills needed to address current and future business needs?
Are investments in human capital positioned to maintain or further develop the critical capabilities and core competencies of the organisation?
What human capital models should underpin the development of a Strategic Workforce Plan, including the ‘make’ versus ‘buy’ role differentiation?
Which are the critical roles in the organisation?
How do various roles add value?
How are workforce strategies aligned with the business strategy and outcomes?
How is the ROI on the workforce best optimised?
What are our key workforce risks?
What are the Essential Competencies for SWP Professionals?
SWP should be front and centre in the new HR structure. It should be positioned at least as the second most important role in the structure of HR within an organisation. However many HR professionals are unsure as to how to approach and implement a Strategic Workforce Plan.
The essential competencies required for this role include:
An ability to influence business leaders, including articulating the business case for SWP
Business acumen, including a deep knowledge of the internal and external environment in which the business operates, including the business strategy
A deep knowledge of contemporary workforce models and their application
HR analytics expertise including what data to measure and how to report on it
Change management
This is not a role that any professional can be ‘plugged into’ and be effective in, without otherwise having these necessary skills and experience! To that end, Advanced Workforce Strategies has developed a structured coaching program to assist senior HR professionals to develop and implement a Strategic Workforce Plan for their respective organisations.
For further enquiries please contact us at the following:
Email: info@advancedworkforcestrategies.com
Tel: 0411484923