11.05.2007

A Real-World Approach to Planning the Right Workforce for Tomorrow’s Organizations. Part 2: Getting Down to Business: How to Workforce Plan. Part one of this paper introduced Strategic Workforce Planning, the people equivalent of the financial plan and a critical component of an organization’s business strategy. This paper describes a framework for Strategic Workforce Planning and provides detailed information on how your organization could workforce plan. However, it is a flexible approach; like business planning, there is not a “one size fits all” approach to Strategic Workforce Planning. There are core fundamentals, but the process can be tailored to suit each organization. With that in mind, read this paper as a menu, not a prescription. Understand your choices, consider your situation, and then choose the best way to apply the framework in your organization. Make your decision considering what will work for your organization’s culture, capabilities, and executive appetite.

  09.25.2007

A Real-World Approach to Planning the Right Workforce for Tomorrow’s Organizations: Part 1: An Introduction to Workforce Planning Every CEO and Executive team should know the answer to the following: Which roles are critical to the delivery of our strategy? Do we have the capability and capacity to deliver our strategy? What are the right things to spend our people budget on? What kind of people do we need to achieve our goals? A Strategic Workforce Planning framework will guide an organization to answer these questions. This paper, the first in a series of two, describes a framework for workforce planning and demonstrates why your organization should workforce plan. The next paper will show you how to implement workforce planning in your own organization.

  06.25.2007

The Gap Between Needing and Doing: A Survey on Why Some Companies Don’t Act on Strategic Workforce Planning Needs, and How Successful Companies Do An Aruspex survey of C-level executives reveals a significant gap between what companies are doing with respect to workforce planning and what they know they should be doing. Eighty-one percent identify talent competition and 53 percent the aging workforce as critical factors affecting their workforce, yet only 46 percent are doing workforce planning of any kind. Why the gap? Companies have often misunderstood the role, scope and benefits of workforce planning and have felt reluctant or unqualified to begin. Strategic workforce planning is the framework in which employers assess and analyze the impact that internal and external change have on them — a critical component in developing a complete business strategy. It is a holistic process that explores the future, assesses options, and then highlights decision paths to create the preferred future workforce that is capable of delivering the business’ strategy. In this white paper, Aruspex, a leader in strategic workforce planning software and consulting, discusses the results of its recent survey on workforce planning.

  04.30.2007

Wishful Thinking: A Real World Approach to Planning the Right Workforce for Tomorrow’s Organizations: Every organization is heading towards a future determined by its current trends and practices in areas such as recruitment, resignation, and promotion, and by social trends that determine what the available workforce will look like, and how they will respond as employees. Many organizations sense this, but do not have a framework or tools to understand and analyze it, let alone to make the changes necessary to alter that future. The only way to effectively tackle the challenges of the future workforce is Strategic Workforce Planning, and here we describe why and how to do just that. Learn the full method for building strategic workforce plans.

  03.12.2007

Strategic Workforce Planning Overview: Strategic Workforce Planning is an important part of developing a complete business strategy, and the need is increasing due to the complex set of workforce challenges, which loom large for employers. This 2 page summary explains the how and why of workforce planning.