In this current economy everyone is trying to do more with less.  Lower revenues have CEO’s getting very creative on how to increase capabilities while reducing costs and hanging on for dear life while this economic rollercoaster plays out the ride.  As business leaders deal with this conundrum, I often hear them asking the question “With this economy, where should we be headed?”  But perhaps the question should be, “With what we have learned from this recession, and from what we anticipate is ahead, who are the right people to have on our team to get done what we need to do?”

I’ve suggested Jim Collins book before, and if you haven’t read it, it’s a must read, Good to Great This book includes a metaphor involving a bus having only the ‘right’ people on it, seated in the ‘right’ seats, doing the ‘right’ stuff.  With all these ‘right’ elements on the bus, it is easier for the bus driver to know where to go.  Sounds like what we need right now. Now is the time to get in shape for the race – the race for customers and business that will ultimately take place when we see the first signs of sustainable economic recovery.  When that moment comes, and it will, will your organization be poised to sprint off the starting line, or will you just be getting your team organized?

There’s no doubt in my mind that reacting to current conditions with old business practices isn’t going to work.  In anticipation of the turnaround, strategic managers are taking actions to align current workforce talent together with changing customer expectations and new work models and technologies. Workforce Planning has Human Resource professionals working side-by-side with the C-Suite (CEO, CFO, CIO, etc.) to strategically and proactively get the team to the start line and ready for the race.

What is Workforce Planning?

In an article entitled, “Workforce Planning: The Strategy Behind Strategic Staffing”  Christina Morfeld encourages her readers to help HR be more strategic with recruiting, hiring and developmental practices by supporting a workforce planning process that aligns goals and objectives with strategies implemented by Planning, IT, Finance, Line Management, and HR.  She defines Workforce Planning as:  “a systematic approach to anticipating staffing needs and determining what actions should be taken to meet those needs”.

Dr. John Sullivan, a thought leader on strategic planning defines Workforce Planning as:

“An integrated and forward looking process that is designed to predict (what, when, how much) what will likely happen in talent management and to provide action plans that will cause managers to act in the prescribed way.  As a result of the planning process, managers will be able to avoid or mitigate people problems, take advantage of talent opportunities and improve the “talent pipeline”, so that the organization will have the needed “people capabilities” required to meet business goals and to build a competitive advantage.”

Workforce Planning should be approached with the support of executives and the importance of any other strategic planning process.  Make sure to include the right combination of participants to ensure a thoughtful articulation of current trends and expectations for what the future might hold, as well as access to data and information about what the current talent pool is interested in doing and what skills and abilities they have to offer.

Open communications about the process and how the Plan will be developed and utilized will help employees prepare and accept changes which may result from the process, such as what training is being funded, what competencies will be required for future advancement, where sourcing and recruiting efforts will be focused, or why jobs are being phased out or outsourced.

Even in times of uncertainty, the best approach is to be prepared by forecasting, planning, and communicating about what you think is ahead.  The idea behind Workforce Planning is to not be surprised about the future and the talents needed to succeed.

Strategic Alignment of the Workforce Plan

Not only does a Workforce Plan help transform an HR Department from a “vacancy-filling” mindset to one that is continually aligning human capital initiatives with strategic goals and environmental forces, it also integrates a strategic alignment with other key organizational objectives such as:

• Management Planning
• Financial Forecasting and Budgeting
• Human Resource/Capital Planning
• Organization Development Programs
• Succession Planning
• Career Development and Training
• Rightsizing Initiatives
• Career Pathing and Advancements
• Staff Utilization
• Performance Management Systems
• Compensation and Rewards

HR’s New Strategic Role

For years, HR has been looking for a seat at the table.  The time is now to “put up or shut up”.  HR professionals that are prepared and ready to work with the C-Suite to attract, retain, develop and utilize the ‘right people’, in the ‘right’ jobs, doing the ‘right’ work will be welcomed with open arms.  They will be the experts who are involved with analyzing, monitoring and accessing the implications of the fluidity of the changing global business environment.  Together this new partnership will work at developing and implementing plans that will prepare them for success and no surprises.