Workforce planning (new) WFPL

(new)

Estimating the demand for people and skills and planning the supply needed to meet that demand.

Guidance notes

(new)

Activities may include - but are not limited to...

  • assessing current state of the workforce
  • identifying the workforce required for current and future activities 
  • adopting or developing a skills and capabilities framework
  • develop plans to close gaps between current state and future state using actions such as - but not limited to - external recruitment, internal development, re-skilling , sourcing external partners, organisational design, outplacement 
  • influencing organisational policies and practices to align recruitment, learning, promotion and recognition and reward to support the development of an inclusive and diverse workforce 
  • ensuring compliance with relevant statutory or external regulations and codes of practice

Workforce planning (new): Level 6

(new)

Defines and communicates the approach for workforce planning for a significant part of the organisation. Obtains organisational commitment to workforce planning approach. Selects framework to be used for the organisations skills and capability inventory. Interprets business strategy to direct workforce demand forecasting (skills and numbers) for the organisation. Integrates with resourcing strategies and plans. Influences people management policies and practices to align with workforce plans. Monitors execution of workforce plans.

Workforce planning (new): Level 5

(new)

Leads the development of workforce plans to ensure the availability of appropriately skilled resources to meet organisational objectives and commitments. Oversees and reviews execution of workforce plans. Develops current state assessment of organisational talent – skills, capabilities and potential. Forecasts current and future workforce demand for skills based on business plans and external factors. Maintains a skills and capability inventory and identifies options for closing skills and capability gaps. Contributes to the development of workforce planning policy.

Workforce planning (new): Level 4

(new)

Gathers, maintains and analyses resource and capability data. Performs gap analysis to identify strengths and shortfalls with reference to business strategy and specific future needs. Contributes to the development of workforce plans to meet current and future demand. Coordinates ongoing workforce planning actions. Assists in maintaining a skills and capability inventory.