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Workforce Planning

Workforce Planning

September 28, 2006
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Workforce Planning Worksheet
A template to guide you through seven steps of workplace planning, from understanding your company's goals to developing a sourcing strategy to meet

Strategic Recruiting Handbook
A step-by-step handbook by Reginald Barefield, who was awarded a 1999 Optimas award from Workforce Management while at Humana.

Why You Need Workforce Planning
Workforce planning lets HR manage talent shortages and surpluses. By understanding business cycles and tending to "talent pipelines" and current talent inventories, HR can act, instead of just react.

Workforce Planning--Who Does What?
A checklist to help you determine the responsibilities of executives, HR, and managers.

Succession Progression
Done with the right technology, succession planning that reaches deep into the hierarchy can build a company's reputation as a great place to work and, perhaps most important, further strategic goals.

The Jobs You Can't Do Without
By identifying positions that directly produce revenue, reach customers or encompass skills that differentiate a company from its rivals, employers can put their resources into areas where they'll have the greatest effect.

Dear Workforce: What Should a Five-Year Recruiting Strategy Entail?
Start with a big-picture overview. Then drill down to tactical actions.

A Sample Succession Planning Policy
This example outlines the purpose of the program, the desired results, and how the initiative will be carried out.

Dear Workforce: How Do I Quantitatively Measure the Size of Our Workforce?
The process is based on a series of ratios or relationships and presumes a relatively fixed ratio between the number of employees needed and certain business metrics.

Dear Workforce: How Can I Determine Future Leaders For Our Succession Plan?
Determine your priorities for spending time and money. The only way to discover if a person is interested in being identified as a future leader is to ask.

Dear Workforce: How to Tie Workforce Planning to Revenue?
Start by determining the organization’s attitude or philosophy toward talent. Next, see how this philosophy stacks up against your business needs.

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