Why You Need Workforce Planning

2441 Words10 Pages
|
Workforce, November 2002, pp. 46-50 Why You Need Workforce Planning
Workforce planning lets HR manage talent shortages and surpluses. By understanding business cycles and tending to "talent pipelines" and current talent inventories, HR can act, instead of just react.
By John Sullivan Workforce planning is one of the most important issues that human resources professionals are talking about today. Still, many have not gone beyond the talking stage. The task of actually implementing workforce planning is daunting because it is so difficult to define. The following suggestions are designed to demystify what workforce planning is and to discuss the reasons why every HR department should implement such an effort. Being prepared is
…show more content…
To further aggravate the problem, many HR departments have no formal strategy of any kind. When you stop HR people in the same department and independently ask them to name their department’s strategy, more often than not you get a blank look. Rather than seeing the big picture, HR departments tend to develop programs only when a "crisis" occurs. It is infrequent that you find a systematic strategy, a forecast, and a plan to integrate HR. HR has two distinct reasons for planning ahead. The first reason is to lessen the impact of the boom-and-bust cycle on the management and operation of the HR department itself. The second--and perhaps more important--reason for planning ahead is that HR manages the talent pipeline for the organization. It’s crucial to maintain both that pipeline and the talent "inventory" at the right levels. Unfortunately, HR is notorious for first "over hiring" and then not having the capacity to reduce the workforce to necessary levels without inflicting major damage on employee morale. | Unfortunately, HR is notorious for first "over hiring" and then not having the capacity to reduce the workforce to necessary levels without inflicting major damage on employee morale. In contrast, during the boom phases, HR processes, which were designed for the average load, can’t handle the overload requirements of high-volume hiring and retention issues. Fortunately, there is
Get Access