5 Steps To Data-Driven Workforce Planning Strategy

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If you feel busy with activity, but don’t know really if you are having an impact, chances are it’s time to revisit the plan. If your organization jumps into creating solutions without first asking “what’s the data say?”, then you run the risk missing targets but at the expense of wasted resources.

Workforce planning is a critical first step to any workforce-related outcome. Workforce planning is about determining the right talent, at the right time and cost, and in the right quantity to deliver on goals and outcomes.

Start with the desired outcome

What is it do you want to accomplish? Where do you want to be in 2, 3, 4 or 5 years? Who are your customers? Who is your competitor and why? Resist just dwelling on challenges and immediately jumping into solutions. This step is critical to understanding your “true north” or overall direction.

2) Understanding workforce realities

The workplace and labor market are a forever dynamic reality. If only things would stand still enough for us to catch up. But no such luck. The market demands, demographics, technology, job and career opportunities, competitive, and economic conditions are in constant change mode. But despite the constant change mantra there should be no surprises. The best route to being agile and sustainable over time is to understand these shifting factors. Scenario planning is a good way to take into account all possible realities and sets up pathways towards multiple smart strategies that can be utilized at a moment’s notice.

3) Collaboration conquers confused chaos

Bringing together insights from various stakeholders builds an effective understanding of realities and possible solutions. In addition, it can help achieve buy-in and advocacy from key stakeholders. If your plan is old or up for renewal, it is a good idea to re-evaluate your stakeholders to ensure you have all the right people at the table.

4) Turn the plan into action

Each leader should know the goals or performance indicators and what to do if a scenario is triggered. If a staffing level dips to a certain level action should take place. If turnover indicators increase in a certain area a review of what’s happening should happen. If enrollment in a key program drops, evaluating the effectiveness of it should be in close pursuit.

5) Monitor and adjust

Just having a plan isn’t enough. Monitoring key performance indicators should be a constant focus. Be sure that measures are not just activity-based but outcome-based. In other words, just measuring how many people went through training may not tell you if the ideal outcome is being accomplished. Was there an impact in filling vacancies? Was there a true behavior change that made a difference?

Having a solid workforce plan can mean the difference between success or failure. Getting serious about workforce planning can help leaders to thrive despite a tight labor market.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.