Save time, empower your teams and effectively upgrade your processes with access to this practical Strategic Workforce Planning Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Strategic Workforce Planning related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated Strategic Workforce Planning specific requirements:
STEP 1: Get your bearings
Start with...
- The latest quick edition of the Strategic Workforce Planning Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals...
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 995 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Strategic Workforce Planning improvements can be made.
Examples; 10 of the 995 standard requirements:
- What specific strategies and tactics are employed in Strategic Workforce Planning to stay ahead of the curve in terms of anticipating and adapting to the rapidly evolving landscape of workforce technology, including the rise of artificial intelligence and automation, and how do these strategies enable organizations to make informed decisions about talent acquisition, development, and deployment?
- How can Strategic Workforce Planning help organizations identify and prioritize the most critical workforce interventions, such as training and development programs, talent management initiatives, and organizational design changes, and how can this information be used to inform the development of policies and practices that support workforce capability and effectiveness?
- How does Strategic Workforce Planning ensure that the needs and expectations of employees, including career development, job satisfaction, and work-life balance, are aligned with the organization's overall business objectives and strategic goals, while also considering the varying needs of different employee segments, such as millennials, Gen Z, and baby boomers?
- In what ways can Strategic Workforce Planning help organizations anticipate and prepare for changes in the nature of work, such as the impact of automation, artificial intelligence, and other technological advancements, and how can this information be used to inform the development of policies and practices that support workforce adaptability and agility?
- What processes or mechanisms does the organization have in place to continuously monitor and stay abreast of shifting workforce expectations and preferences, such as the rise of remote work, gig economy, or changing attitudes towards job security and career development, and how does it incorporate these insights into its workforce planning strategy?
- What methods and tools are used to gather and analyze data on customer needs and preferences, and how are these insights incorporated into Strategic Workforce Planning to ensure that the organization has the right people with the right skills in the right roles to meet customer expectations and deliver exceptional customer experiences?
- How does Strategic Workforce Planning's integration with diversity, equity, and inclusion initiatives enable organizations to attract, retain, and develop a more diverse and inclusive workforce, and what are the benefits of taking a more intentional approach to building a workforce that reflects the organization's values and goals?
- How does Strategic Workforce Planning incorporate analysis of labor market trends, such as shifts in workforce demographics, changes in skill sets, and fluctuations in talent supply and demand, to inform workforce planning decisions and ensure the organization remains competitive in attracting, retaining, and developing top talent?
- In what ways can Strategic Workforce Planning help organizations anticipate and prepare for changes in the workforce, such as retirements, turnover, and changes in workforce demographics, and how can this information be used to inform the development of policies and practices that support workforce continuity and sustainability?
- How can the organization strike a balance between investing in current employees and developing their skills and capabilities, versus hiring new talent with the skills and expertise needed to support long-term business objectives, and what are the implications of each approach for the organization's workforce and culture?
Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:
- The workbook is the latest in-depth complete edition of the Strategic Workforce Planning book in PDF containing 995 requirements, which criteria correspond to the criteria in...
Your Strategic Workforce Planning self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the Strategic Workforce Planning Self-Assessment and Scorecard you will develop a clear picture of which Strategic Workforce Planning areas need attention, which requirements you should focus on and who will be responsible for them:
- Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
- Gives you a professional Dashboard to guide and perform a thorough Strategic Workforce Planning Self-Assessment
- Is secure: Ensures offline data protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Strategic Workforce Planning projects with the 62 implementation resources:
- 62 step-by-step Strategic Workforce Planning Project Management Form Templates covering over 1500 Strategic Workforce Planning project requirements and success criteria:
Examples; 10 of the check box criteria:
- Quality Audit: How does your organization know that its security arrangements are appropriately effective and constructive?
- Procurement Audit: Do you learn from benchmarking your own practices with international standards?
- Project Management Plan: What data/reports/tools/etc. do program managers need?
- Team Member Performance Assessment: What were the challenges that resulted for training and assessment?
- Activity List: When do the individual activities need to start and finish?
- Procurement Audit: Are all purchase orders signed by the purchasing agent?
- Procurement Audit: Does the strategy contain incentives to evaluate the performance of the procurement function/unit?
- Lessons Learned: How well did the scope of the Strategic Workforce Planning project match what was defined in the Strategic Workforce Planning project Proposal?
- Scope Management Plan: Are funding resource estimates sufficiently detailed and documented for use in planning and tracking the Strategic Workforce Planning project?
- Project Management Plan: If the Strategic Workforce Planning project is complex or scope is specialized, do you have appropriate and/or qualified staff available to perform the tasks?
Step-by-step and complete Strategic Workforce Planning Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 Strategic Workforce Planning project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 Strategic Workforce Planning project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 Strategic Workforce Planning project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 Strategic Workforce Planning project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 Strategic Workforce Planning project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 Strategic Workforce Planning project or Phase Close-Out
- 5.4 Lessons Learned
Results
With this Three Step process you will have all the tools you need for any Strategic Workforce Planning project with this in-depth Strategic Workforce Planning Toolkit.
In using the Toolkit you will be better able to:
- Diagnose Strategic Workforce Planning projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based best practice strategies aligned with overall goals
- Integrate recent advances in Strategic Workforce Planning and put process design strategies into practice according to best practice guidelines
Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.
Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'
This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Strategic Workforce Planning investments work better.
This Strategic Workforce Planning All-Inclusive Toolkit enables You to be that person.
Includes lifetime updates
Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.
