Could workforce planning be the answer for businesses to emerge healthier and more balanced into the future? Matthew Dickason of HAYS Talent Solutions shares his thoughts on how organizations can get started
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For business leaders, decision-making during this time feels like a roll of the dice, and the idea of workforce planning is seen as an impossible dream. But, could it be part of the answer right now for businesses to emerge healthier and more balanced into the future?
With this question in mind, Matthew Dickason, global managing director at international recruitment specialists HAYS Talent Solutions shares his thoughts and advice on how organizations can get started in workforce planning for now and the next normal post-lockdown.
Plenty has been written about the importance of engaging with and maintaining a productive workforce during the crisis. But as some countries start to relax their lockdown measures we need to move beyond just tips on the effective management of remote working.
To handle the tough decision-making that comes with the economic chaos we’re witnessing, leaders have been working to ensure their organization is agile enough to meet the demands of today, with the ability to pivot rapidly against a clear purpose to make the right decisions for tomorrow.
Costs will be central to success and effective workforce planning to get the right people, in the right place, at the right time. Without it how can you be sure you are making the right, responsive, and responsible resourcing decisions for your business and your employees?
Workforce planning and strategy seem to feature on every boardroom agenda. Yet in most organizations it is not effectively executed at a strategic level. It seems to become very responsive or fall into the ‘too hard’ basket. But it does not have to.
One of the biggest mistakes we see is people confusing workforce planning with a plan. We have all heard, “fail to plan, plan to fail” but how often have things ever gone to plan?
Workforce planning is a process, not an annual to-do. At its heart it is aligning the organizational needs with the people strategy. It does not need to be complex and can be adjusted to suit the size and maturity of your workforce program.
A simple way to get started is to have a documented check-in with your business unit leaders every other week. Most businesses have already done this as a response to COVID-19. It is crucial to maintain this discipline and identify workforce priorities, their anticipated resourcing needs, and critical dependencies on an ongoing basis.
The answers do not need to be perfect, or questions cumbersome. The process can be as simple as a live document updated every other week. The point is to get a concrete picture of what you are dealing with, so you can make the right talent supply chain decisions for the here and now.
Once you have the above in place to deal with the right now, you’ll need to develop a workforce planning group to identify a range of realistic variables and resourcing options, accounting for fluctuations in demand, productivity, skills availability, and an ever-evolving world of work.
Developing scenarios and stress-testing how your workforce program will stand up to these variances allows you to identify triggers for action. So, you are no longer reacting but have clear well-thought-out options to handle a range of possible outcomes quickly when the time comes.
You will then need to be sure you are tracking the signals that different scenarios are becoming more likely, so you are primed to act.
Finally, you will need to establish what the next normal means for your business after the immediate crisis passes. What will have changed forever, what new ways of working do you want to keep and what does this mean for your workforce and then communicate it.
Workforce strategy should reflect business strategy and your organization’s purpose. Those who work with and for you want to know what the organization stands for. This stands true during this crisis more than ever. As while your workers may be physically separated, they are united by your purpose and values. This is critical to maintaining and potentially reforming your organizational culture which forms the foundation for future success.
While no one can accurately predict with any certainty what will come next, it is clear that responsive and responsible workforce planning will be required to navigate the now and the next normal because the skills you need today will not be the same as those you need tomorrow.
This uncertainty will require you to cycle through your workforce planning process more often than ever. Scenarios will need to be refined and refreshed. Don’t worry about perfection. Each iteration will improve over time.
But start today, so when the next stage of the COVID-19 crisis hits, you are the first to know and fastest to act because you’ll have done the thinking, identified the people and created the plans to do so.
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