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Workforce planning is the process by which an organization anticipates and addresses its current and future staffing needs. This includes increasing headcount, decreasing headcount, transitioning people within the org, and providing training and upskilling. 

The goal is to ensure there’s the mix of skills and experience required to meet organizational goals and objectives.

How To Use It

The workforce planning process requires the collaboration of the following parties: 

  • HR Departments – HR teams are typically responsible for the development and implementation of workforce plans.
  • Senior Leadership – Executive teams provide the strategic direction and support required to ensure the workforce plan aligns with organizational objectives.
  • Line Management – Line managers provide insight into the current and future workforce needs of their respective departments. They can also provide feedback on workforce plan implementation.
  • Employees – Employee involvement offers insight into the work environment, identify areas for improvement, and offer potential solutions for closing workforce gaps. Employee involvement also promotes engagement, motivation, and buy-in for the workforce plan.
  • Labor Unions (if applicable) – Unionized organizations must include union representatives in the workforce planning process to ensure plans are consistent with collective bargaining agreements and unionized workers’ needs.
  • External Experts/Consultants – External experts can provide additional insight and expertise on specific workforce challenges.

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Finn is an editor at People Managing People. He's passionate about growing organizations where people are empowered to continuously improve and genuinely enjoy coming to work. If not at his desk, you can find him playing sports or enjoying the great outdoors.