You know where you want to go, but what do you know about the people that will get you there? After looking at your business needs and goals it is important to review what you know about your existing workforce and what is going to need to change to help you meet your goals. After all, your staff are the ones that will get you there.
Having the right kind of information is key to good workforce planning. The more information you have about your staff, the better you will be able to identify strategies to get the most from your team.
Employee data, such as: demographics, distributions, staffing levels, pay rates, staff retention rates
Vacancy and recruitment activities, for example: vacancy lengths, recruitment rates, application numbers
Exit information (this may be sought through employee surveys, termination information, resignation letters)
Influences on staff, for example: change in business direction, budgets, market pressures
Current skills, competencies and development aspirations of your staff
How staff are rewarded and recognised
Comparisons between your information and that of similar organisations, or against national data.
Understanding your current and future business goals.
Forecasting the capacity and capability of the workforce you think you will need.