Workforce
Planning

Workforce planning.

Crafting a strategic approach to workforce planning is essential for success. In fact, it may be the most important factor in an effective TA function.

By proactively anticipating talent needs and aligning them with business objectives, you can ensure sustained growth and a competitive advantage for your business. For TA professionals, understanding this process lays the groundwork for more productive recruitment strategies.

Top-performing organisations not only navigate the present but strategically forecast the future landscape.

Strategic foresight is extended.

There is a notable shift towards extended horizon planning. The focus goes beyond anticipating emerging roles; it delves into a deeper understanding of the evolving skills-based economy.

Data is used strategically.

Data analytics helps organisations navigate current and future workforce demands. By robustly integrating data insights, they identify patterns, trends, and align TA strategies with future skill sets.

Workforce plans align to business strategy.

Workforce planning must be in lockstep with the business’s long- term goals and market position.

Our research shows that while many are making progress in agility and flexibility, only a select few are pioneering a blended workforce, integrating full- and part-time, contract, and freelance roles.

And 52% of transactional TA functions lack workforce planning, indicating the transition to a fully integrated talent management model is just starting. A seamless talent ecosystem—that includes all worker types—requires progress in policies, processes, and cultural diversity to effectively leverage all talent.

1.

Understand organisational goals and future needs:

Gain a comprehensive understanding of your organisation’s strategic goals and upcoming projects for effective planning. Anticipate future roles and needed skills, ensuring workforce planning contributes to long-term objectives.

2.

Establish an adaptable talent pipeline:

Develop a pipeline capable of swiftly adjusting to evolving needs. Actively identify and engage potential candidates for upcoming roles to ensure preparedness for changing requirements.

3.

Leverage data and technology for strategic decision making:

Elevate workforce planning by leveraging data analytics and HR technologies. Data-driven insights help you understand talent trends, predict turnover, identify skills gaps, and optimise recruitment strategies.