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Workforce Planning Research Paper

1033 Words5 Pages

Workforce planning (WFP) is getting the right people, with the right skills, in the right place and at the right time but we may add with the right contract and at the right cost.

Right people means the needed number in specific roles, right skills means people with the capabilities needed for those roles, right time means they are available at the time when they are needed, right contract means that their employment situation fits our resourcing strategy.

Why is workforce planning important for organizations? Firstly, because being prepared is better than being surprised, workforce planning is an organized, fully integrated organizational process that includes proactively planning to avoid excess or shortage in skills. …show more content…

All they want is stability but unfortunately the way that HR people act or fail to act increases the pain of the boom or bust phases.

Thirdly, workforce planning provides managers with a strategic basics for human resource management decision-making that is based on achieving programe targets. forecasting models based on analysis of the workforce planning allow managers to expect turnover and to plan recruiting and employee development to move across the workforce needed in the future which form a radar for continuous control.

The main reason for doing workforce planning is economics. If done well, workforce planning will increase productivity, cut labor costs, and dramatically cut time-to-market because you will have the right number of people, with the right skills, in the right places, at the right …show more content…

The HRM team teaches the management team how to manage people as business resources strategically. This includes managing, recruiting and hiring employees. In this way, HR professionals are experts, not workers in a business function. They advise managers on many problems related to employees and help the organization to achieve its goals. HRM is the main factor for increasing employees’ productivity. HR practices turn employees into resource of development, as well as into source of competitiveness.

HR planning includes knowing about labor market changes and prediction of the occupational landscape, including small businesses which are affected by availability of workers. For example, the U.S. office of Labor Statistics indicates that jobs for registered nurses will increase by 26 percent between 2010 and 2020.

The American Association of Colleges of Nursing predicts a nursing shortage, based on a growing number of job openings and the number of nurses who will be retiring. A competitive advantage is gained through providing employees with chances to achieve work-life balance so they remain productive and engaged volunteers to the organization. HR planning is necessary to launch these programs; yet, small businesses must think carefully how successful workplace flexibility can

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