workforce plan
Question Description
For this assignment, you can choose one of the (public sector or nonprofit) organizations you looked at in Module 1, your current workplace, or where you want to work, and develop a workforce plan following the formate below. This is a plan YOU develop, not one already created by the organization.
Your final workforce plan should be between 4 and 6 pages (@ 1 page per section). It does not need to be in essay form. However, your work should be something you would be proud to submit to your boss as a draft. If you are unable to respond to a criteria, explain why. See attached resources for assistance.
You will be graded on the completeness of your plan; each section is worth 10 points for a total of 50 points. Please see the attached rubric.
What is the point of this? The point of this assignment is to give you an idea of what going into HR planning.
WORKFORCE PLANNING QUESTIONS
Overview
- Describe the mission, strategic goals, objectives, and business functions of the agency. Discuss what changes, if any, may take place over the next few years that could affect the agency’s mission, objectives, and strategies.
- Basic information to include in the workforce plan:
- agency mission
- agency strategic goals and objectives
- core business functions
- anticipated changes to the mission, strategies, and goals over the next five years.
Step 1: Current Workforce Profile (Supply Analysis)
- Describe the agency’s current workforce by assessing whether current employees have the knowledge, skills, and abilities (KSA’s) needed to address critical business issues in the future.
- Basic information to include in the workforce plans:
- Demographics information, including age, gender, ethnicity, and length of service.
- Percent of workforce eligible to retire.
- Agency turnover
- Projected employee turnover rate over the next five years.
- Workforce skills critical o the mission and goals of the agency.
Step 2: Future Workforce Profile (Demand Analysis)
- Develop a future business and staffing outlook. Determine trends, future influences, and challenges for the agency’s business functions, new and at-risk business, and workforce composition.
- Basic information to include in the workforce plan:
- Expected workforce changes driven by factors such as changing missions, goals, strategies, technology, work, workloads, and work processes.
- Future workforce skills needed.
- Anticipated increase or decrease in the number of employees needed to do the work.
- Critical functions that must be performed to achieve the strategic plan.
Step 3: Gap Analysis
- Identify gaps (shortages) and surplusses (excesses) in staffing and skill levels needed to meet future functional requirements.
- Basic information to include in the workforce plan:
- Anticipated surplus or shortage in staffing levels.
- Anticipated surplus or shortage of skills.
Step 4: Strategy Development
- Develop strategies for the workforce transition.
- List specific goals to address workforce competency gaps or surpluses (May include the following):
- Changes in organizational structure
- Succession planning
- Retention programs
- Recruitment plans
- Career development programs
- Leadership development
- Organizational training and employee development
Rubric
SHRM Analysis
| Criteria | Ratings | Pts | ||||||
|---|---|---|---|---|---|---|---|---|
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This criterion is linked to a Learning OutcomeOverview of the organizationDescribe the mission, strategic goals, objectives, and business functions of the agency. Discuss what changes, if any, may take place over the next few years that could affect the agency’s mission, objectives, and strategies. |
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10.0 pts |
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This criterion is linked to a Learning OutcomeCurrent Workforce ProfileStep 1: Current Workforce Profile (Supply Analysis) Describe the agency’s current workforce by assessing whether current employees have the knowledge, skills, and abilities (KSA’s) needed to address critical business issues in the future. |
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10.0 pts |
||||||
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This criterion is linked to a Learning OutcomeFuture Workforce ProfileStep 2: Future Workforce Profile (Demand Analysis) Develop a future business and staffing outlook. Determine trends, future influences, and challenges for the agency’s business functions, new and at-risk business, and workforce composition. |
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10.0 pts |
||||||
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This criterion is linked to a Learning OutcomeGap AnalysisStep 3: Gap Analysis Identify gaps (shortages) and surplusses (excesses) in staffing and skill levels needed to meet future functional requirements. |
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10.0 pts |
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This criterion is linked to a Learning OutcomeStrategy DevelopmentDevelop strategies for the workforce transition. |
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10.0 pts |
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Total Points: 50.0 |
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