Planning An Organization’s Staffing Needs

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ASSESSMENT 1 CONTEXT

A key question in workforce planning is whether the organization has the right people in the right place at the right time doing the right thing at the right price. Workforce planning is the process organizations use to analyze their talent needs and determine steps to prepare for future requirements. Common questions used to analyze planning in the organization’s workforce include:

· What are the HR talent requirements for the next one, two, or five years?

· Will the organization’s future managers come from internal or external sources?

· What changes does the organization see impacting its workforce needs?

· Are there any specific local issues such as very high housing costs or long commutes to consider?

· What about national or international events, such as impending war, a high or low stock market, a recession, or consumer confidence in organizations?

The process of workforce planning includes the following steps:

· Forecasting the composition of the workforce in the future.

· Conducting a gap analysis to estimate the difference between the current staffing need and the projected future staffing need.

· Deciding how to close any gaps that have been discovered.

· Determining whether the staffing needs will be met by recruiting new employees, training and developing current employees, or outsourcing workers.

Job design and job analysis are instrumental in ensuring that employees will be doing the right thing, in the right way, to achieve overall company goals. A well-written job description ensures that an organization is legally compliant in all employment characteristics. This compliance is especially important in terms of the Americans with Disabilities (ADA) Act and can be a protection from charges of discrimination for the company. Job analysis is fundamental to many human resources (HR) functions because job requirements are used in all aspects of employment including recruitment, selection, orientation, compensation management, training and career development, promotions, and performance reviews.

The future of an organization depends on its talent. Workforce planning ensures an organization has the right numbers of employees at each level. Basing HR practices on an effective job description will contribute to the quality of a company’s employees.

 
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