Although HR is a major player in the development and implementation ofworkforce planning, all levels of the organization should be responsible forsome components of that planning. The chart below shows activities thatcomplement and are necessary for your organization’s workforce planning to besuccessful. The chart also shows how all levels of your organization areresponsible for some part of the process.
Of course, roles will differ across organizations depending on size,structure, and functional arrangement. However, the activities and roles listedwill help you develop an integrated workforce planning process using an approachtailored for your organization.
| ACTIVITIES | LEADERSHIP | HR | LINE MANAGERS |
| Conduct strategic planning | X | X | X |
| Conduct workforce planning | X | X | X |
| Develop HR strategies | X | ||
| Align employee expectations with HR strategies | X | X | X |
| Design/chart organization | X | X | |
| Identify business functions | X | ||
| Conduct environmental scan | X | ||
| Assess/forecast demand | X | ||
| Assess/forecast supply | X | ||
| Analyze competency gap/surplus | X | ||
| Analyze workload gap/surplus | X | X | |
| Create staffing plans | X | X | |
| Identify competencies | X | X | X |
| Create development plans | X | X | |
| Implement development plans | X | ||
| Envision desired workforce | X | X | X |
| Measure results | X | ||
| Undertake process re-engineering | X | ||
| Assess efficiency/effectiveness | X | ||
| Conduct succession planning | X | ||
| Develop capabilities | X | X | X |
| Develop effective manages | X | X | X |
| Enable/evaluate performance | X | X | X |
| Share success-communication | X | X | X |
| Develop retention strategies | X | ||
| Achieve diversity | X | X | X |
| Assess budget implications | X | X | X |
| Coordinate strategic IT planning | X |
Reprinted with permission of the International PersonnelManagement Association (IPMA), 1617 Duke Street, Alexandria, VA 22314; (703)549-7100.
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