Elements and Performance Criteria
- Assess supply and demand
- Review business plans to determine predicted areas of organisational growth and downsizing and associated labour requirements
- Analyse existing workforce to determine areas where there are excesses or shortages
- Review organisational requirements for diversity in the workforce
- Analyse current workforce's capacity to meet current and predicted demands for business goods and services
- Consider existing organisational structure and its strengths and shortcomings in relation to foreseeable changes
- Research and review current and predicted external labour supply data, and demographic and economic data, to forecast human resources supply
- Review staffing budgets to predict cost of workforce changes
- Develop workforce objectives and strategies
- Establish objectives for the modification to or retention of the workforce
- Define objectives to address areas with unacceptably high staff turnover
- Define objectives to retain required skilled labour
- Define strategies to source skilled labour
- Communicate objectives and rationale to relevant stakeholders
- Obtain agreement and endorsement for objectives and establish targets
- Develop contingency plans to cope with extreme situations
- Implement initiatives to support workforce planning objectives
- Implement action to support agreed objectives for recruitment, training, redeployment and redundancy
- Develop and implement strategies to assist workforce to deal with organisational change
- Implement succession planning system to ensure desirable workers are developed and retained
- Implement programs to ensure workplace is an employer of choice
- Monitor and evaluate workforce trends
- Review workforce plan against patterns in exiting employee and workforce changes
- Monitor labour supply trends for areas of over- or under-supply in the external environment
- Monitor effects of labour trends on demand for labour
- Survey organisational climate to gauge worker satisfaction
- Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends or incidents
- Regularly review government policy on labour demand and supply
- Evaluate effectiveness of change processes against agreed objectives