A template to guide you through seven steps of workplace planning, from understanding your company's goals to developing a sourcing strategy to meet them.
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his
document can be used in the workforce planning process by helping to gather data
from workgroup leaders about the talent within specific workgroups.
This data can then be compiled for the whole organization
by rolling up each individual workgroup template into a single document. You can
use a program such as Microsoft Excel to compile and combine this information.
The overall data that is gathered can be used to create staffing strategies,
business plans and make strategic decisions.
Company:
Manager:
Department:
Step 1: Understand the goals of your corporate
strategy.
ACTION: Identify the main goals of your corporate strategy:
Goal ID
Corporate Goal Description
Step 2: Describe your workgroup’s goals and the
structure you will need to achieve them.
ACTIONS:
(A) List the goals of your workgroup in the column entitled "Workgroup Goal
Description."
(B) List your plan to achieve each goal in the column entitled "Plan to
Achieve."
(C) Insert or attach a copy of the proposed organization chart that you
will use to achieve your goals.
(D) List the roles (Example: Project Manager) you will need in the column
entitled "Identified Workgroup Roles," and identify whether you (1) already
have them, (2) plan to grow them or (3) buy them in the appropriate columns.
A. Workgroup Goal Description
B. Plan to Achieve
C. Organization: (Insert organization
chart here.)
D. Identified Workgroup Roles
Have
Grow
Outsource
Buy
(Hire)
Step 3: Evaluate your current talent.
A. Evaluate employee contribution to goal
attainment.
Employee Name
Describe Contribution to Mission
Describe Uniqueness of Skills
Quadrant
Insert
name here
Super Star, Heavy Hitter, Specialist, or Worker
Bee
B. Consider employee growth potential.
Employee Name
Current
Quadrant
Potential
to Move To
Actions
Needed
Step
4: Plan for succession.
A.
Identify key vacancies in your workgroup/department/division/organization, by
listing job titles in the appropriate blanks.
Workgroup Openings
Department Openings
Division
Openings
Organization Openings
B. Map
current employees into potential openings.
Job Title
Location
Candidate
Projected to Fill By
C.
Identify vacancies created by employee promotions.
Job Title
Location
Projected Date of Vacancy
D.
Identify gaps (vacancies) to be sourced from outside of company.
Job Title
Number of Vacancies
Location
Date
Step
5: Anticipate attrition.
ACTION:
Identify the employees that you feel may be considering leaving the
company, indicating the value of their contribution (by quadrant) and
anticipated attrition date.
Employee
Role
Quadrant
Vulnerability Indicator Projected
Attrition Date
Step
6: Determine hiring specifications.
ACTION: Prioritize the vacancies you
would like to have filled by quarter.
Job Title
Number of Vacancies
Quarter to Fill
Step
7: Develop candidate sourcing strategy.
A.
Bring forward culture description from, and identify your value proposition.
Culture Description
Value Proposition
B.
Identify any other constraints that will affect your ability to source.
C.
Based on your culture, value proposition, and other constraints, what will be
your strategy for sourcing candidates?
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his
document can be used in the workforce planning process by helping to gather data
from workgroup leaders about the talent within specific workgroups. 
