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  • Chris Gevaux

Workforce Planning: Right People, Right Place, Right Capabilities, Right Time.

If you're like most business owners, you probably think about workforce planning once a year - when you're putting together your budget. But it's actually something that should be on your mind every day. After all, your employees are the lifeblood of your company. So how do you make sure you have the right people in the right place at the right time? Well, it starts with having a plan. Here are five steps to help get you started.

Set Strategic Direction

The goal of this step in the process involves linking the workforce planning process with the agency’s strategic plan, annual performance/business plan, and work activities required to carry out the goals and objectives of the strategic plan (long term) and performance plan (short term). This can be done by linking each position's strengths and abilities into their role as it pertains towards fulfilling these goals from both short-term and long term outlooks on what needs to be accomplished.

Analyse Workforce, identify skill gaps, and conduct workforce analysis.

The first step of this process is to determine what the current workforce resources are and how they will evolve over time through turnover, etc. This includes developing specifications for worker types, location(s) where these employees can be, in an optimal number that meets both need and preference while also considering any gaps between projected needs versus existing supply- whether it's because someone left or was promoted into another role which means there may now exist more opportunities than ever before available on a wider scale.

Develop an Action Plan.

This step involves the identification of strategies to close gaps, plans that can be implemented once they have been developed and measures for assessing strategic progress in terms on both effectiveness (what actions were taken) or efficiency (how much time did it take).

The different types include recruiting new employees; training them properly so their skills match those needed most urgently, retraining our workforce if we need additional abilities due to changes within our industry; contracting out certain tasks which might otherwise require skilled labour but not worth investing resources into maintaining internally, and technological enhancements such as apps available

Implement Action Plan

To implement a successful action plan, it is important to ensure that human and fiscal resources are in place. Roles should also be understood so there can any necessary communication or marketing strategies done effectively for the execution of this step on behalf its strategic objectives with coordination across departments if needed!

Monitor, Evaluate, and Revise.

This is an important step in the process of creating a sustainable culture. It involves monitoring progress, assessing for continuous improvement purposes, and adjusting plans accordingly, when necessary, with new workforce issues coming up or developments that need attention.

Workforce planning is a complex process, but it doesn’t have to be daunting. By understanding the five elements of workforce planning and getting started with some basic steps, you can set yourself up for success. If you’re facing any challenges in your workforce planning efforts, don’t hesitate to reach out for help. The team at Delta Tango is here to assist you every step of the way. What's your biggest workforce challenge?

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