Elements and Performance Criteria
- Conduct workforce analysis
- In-depth analysis is conducted of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
- Workforce data is analysed and when required benchmarked against comparable data, trends are identified and interventions are suggested to address developments that do not support the organisation's strategic or business directions.
- Labour market and industry analysis is undertaken to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
- Scenario planning or other forecasting tools are used to predict and assess likely futures for the organisation with their associated implications and risks.
- The results of workforce analysis are presented in objective and unbiased terms and reported in a form and language to suit the intended audience of the presentation.
- The results of workforce analysis are contributed to corporate decision making about projected future workforce requirements.
- Contribute to workforce planning
- Information and advice is provided to managers on all aspects of workforce planning according to their requirements for business planning/outcomes.
- Workforce planning tools are developed/provided to managers, and assistance is given in their use and the analysis of outcomes.
- Solutions are developed and suggested for current and future workforce planning and management issues in accordance with organisational requirements.
- Consultancy services are provided to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
- Managers are assisted to question current work practices and structures and to prepare workforce plans to translate future business requirements into actionable human resource strategies.
- Assist with succession management
- The critical role of succession planning in managing the organisation's intellectual capital is communicated to managers and staff in ways suited to their level of understanding or experience.
- A succession management strategy is developed and candidate pools are identified for imminent and longer term future vacancies in accordance with legislation, policy and procedures and business unit needs.
- Succession processes are developed and agreed and the succession management strategy is implemented to meet organisational requirements.
- The results of workforce analysis and planning are used to assist managers to undertake succession planning to identify requirements and manage transition when staff leave the organisation or business unit.