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1. Workforce Planning
Y O U R C O M PA N Y N A M E

2. Content
2
Review Current Workforce
› Current Workforce Information
› Individual Employee Current Workforce Profile
Summary
› Workforce Turnover Analysis
› Workforce Turnover Calculator
› Employee Performance Review
› Training Need Analysis
› Succession Planning Factsheet
› Exit Survey Template
Overview
› Determine your organizations strategic direction
› Understand the Organization Environment: PESTLE Analysis
› Scoping the Workforce Planning Project
› Stakeholders Engagement Plan
Identify Future Workforce
› Future Workforce Demand & Supply
› Gap Analysis
Develop & Implement the Workforce Plan
› Training to address Workforce Priorities
› Workforce Action Plan
Monitor the Plan
› Monitoring & Evaluation Plan
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3. 3
Overview

4. Determine your Organizations Strategic Direction
4
Starting Point Actions to Consider
Strategic Plan
Budget Information
Decide Scope
› Identify mission, key strategies, goals and workforce issues
› Determine whether there are pending changes to the organization's mission that would affect your workforce
now or in the future
› Analyze your budgets and forecasts
› Determine whether there will be budget issues affecting your current or future workforce
› Focusing only on occupations delivering key services
› Focusing only on occupations that are difficult to recruit to or retain people
› Focusing on a strategy outlined in the strategic plan to ensure that the right people are available to get the work
done in one specific area
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5. Understand the Organization Environment: PESTLE Analysis
Environmental
Global warming & the increased need to switch to sustainable resources
ethical sourcing
Legal
Changes to legislation impacting employment, access to materials, quotas,
resource, imports/ exports & taxation
Technological
New technologies are continually emerging (for example in the fields of
robotics & AI) & the rate of change itself is increasing
Political
Tax policy environmental regulations trade restrictions & reform tariffs
political stability
Economic
Growth/ decline interest exchange, inflation & wage rates minimum wage
working hours unemployment credit availability cost of living
Sociological
Cultural norms & expectations health consciousness population growth rates
age distribution career attitudes heath & safety
5

6. Scoping the Workforce Planning Project
6
What the workforce
planning project must
deliver
What is not included in
the workforce planning
project
› Resources & budget
› Timelines
› Existing state of data
& knowledge
› Existing quality
systems & process
› Organisational
strategic &
operational plans
e.g.
› Project manager
under resourced or or
under skilled for the
task
› Senior leadership
loses interest
In Scope Out of Scope
Assumptions/
Constraints
Risk
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7. Stakeholders Engagement Plan
7
Communication
Strategies
Inform
Progress
Comments
Final
Comments
Performance
Rating
Empower
Stakeholder/s - - - - -
Compunction
Strategies
- - - - -
› Intranet/ Websites
› Newsletters
› Email
› Meeting Minutes
› Forums
› Staff meetings
› Surveys
› Public Comment
› Workshops
› Data Collection
› Workshops
Planning Project
team Member
› Consensus or
decision making
meetings
› Ballots
› Delegated
decision
01 02 03 04 05
The slide covers a table
indicating how stakeholders
will be kept involved in the
workforce planning
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8. 8
Review Current Workforce

9. Current Workforce Information
9
Employee M/F Position Age FTE Status Tenure (Yrs) Salary ($)
Skills/
Competency
Reports to
Mike M CEO 35 1.0 Ongoing 7 65,000 N/A N/A
Tim M Supervisor 40 1.0 Fixed Term 1.2 35,000
Monitor Site
Conditions
Mike
Jenny F
Marketing
Manager
42 1.0 Contractor 1.5 40,000 N/A Mike
Jo F Sales Manager 26 0.8 Ongoing 5 38,000 N/A Mike
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10. Individual Employee Current Workforce Profile Summary
10
Job
Role
No. of Employees
Gender
Headcount
Employment Status
Headcount
Age
Headcount
Highest Level Qualification
Headcount
FTE
% of
Workforce
Headcount Male Female Permanent Temporary Casual Contract <35 35 -44 45 - 54 >55 Cert. III - IV Diploma Degree Masters PhD
- - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - -
- - - - - - - - - - - - - - - - - - -
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11. Workforce Turnover Analysis
11
Month Opening Balance Employees joined Employees Left Closing Balance Attrition %
27 3 0 30 0.00%
30 1 5 26 19.23%
26 4 2 28 7.14%
28 1 0 29 0.00%
29 0 6 23 26.09%
23 12 3 32 9.38%
32 1 2 31 6.45%
January
July
June
May
April
March
February
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12. Workforce Turnover Calculator
12
Workforce Turnover Calculator
2019/20
Please
Complete the
blue calls
Number of FTE employees at the start of the period -
Number of FTE employees at the end of the period -
How many FTE employees left during the same period -
Annual Turnover Percentage Rate -
$
Annual Turnover Cost (Approx.) $

13. Employee Performance Review
13
Goals/ Activities
What is to be Achieved
Measures
When, how, to what level
Progress comments
(Mid year review)
Final Comments
(Final review)
Performance Rating
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
<Goal/ Activity> <Measures> <Comments> <Comments> <Drop down of N/A / 1-5>
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14. Training Need Analysis
14
No Training
need
Low need for
Training
Moderate
need for
Training
High need for
Training
Not Applicable
to Job
Identifying gaps in data
sources
Selecting methods for data
collection
Analyzing quantitative data
(surveys/ questionnaires,
data sets)
Identifying evidence based
pubic health interventions
Using information
technology to collect, store
& retrieve data
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15. Succession Planning Factsheet
15
Position CEO SVP, HR SVP, Finance SVP, Operations SVP, Marketing SVP, Technology
Current Joe Smith Lane Brody Dennis O’ Neil Clare Crosby Lara Sample Ed Letty
Tentative retirement
Date
Jan 2017 May 2020 N/A June 2018 May 2020 N/A
Clare Crosby Peter Jones Lane Brody Gabby Raines Oliver White
Ed Letty
Lara Sample Khloe Yerttle Don cherry
Dennis O’ Neil
Lane Brody
Gabby Raines Chris Letter Ralph Fiennes Anna Code
Oliver White
UP – NEXT: Ready NOW
ON – DECK: Ready 1 – 3 Yrs
HI – POTENTIALS: Ready 5+ yrs
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16. Exit Survey Template
16
N/A Comments
My job was challenging?
My skills were effectively used?
When change was taking place I was consulted
Were you developed/ inducted adequate for your role(s)?
My workload was reasonable?
My supervisor had good knowledge of the job?
My supervisor had good supervision skills?
My supervisor was open to suggestions?
My supervisor recognized employee contribution?
My team was adequately staffed?
My team was efficient?
My team worked well together?
What is your main reason for leaving? <comments>
Could anything have been done early on to prevent the situation developing/ provide a basis
for you to stay with us?
<comments>
How do you feel about the organization? <comments>
What has been good/ enjoyable/ satisfying for you in your time with us? <comments>
What has been frustrating/ difficult/ upsetting to you in your time with us? <comments>
uestion
This template is to assist
your organization to
capture information about
why someone is leaving so
that the firm can plan on to
the remedial actions to be
taken

17. 17
Identify Future Workforce

18. Future Workforce Demand & Supply
18
Job
Role
New or
Existing Role
Location Current FTE
Risk of Job
Service
Maintain Grow
Decline
Future
FTE
Timeline
Risk of not
Meeting
Demand
Is the Role
Meeting
needs/
Expectations
Qualifications
Required
Skill Sets
Required
Competencies
Required
Other Actions
Direct
Support
Worker
New/
Existing
Location 8 Critical
Required/
Optional
Maintain/
Grow/
Decline
12 2014/
2015/
2016/
2017/ 2018
Extreme/
high/
Moderate/
Low
Yes/ No Certificate
III
Mental
Health
Support
Client
Service
High
Turnover%
Gap Supply Gap Demand Gap
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19. Gap Analysis
19
Classification
Strategy
Coordinator
Job Position
2
Job Position
3
Number of Employees
Number of Employees Eligible to Retire During Planning Period
Number of Eligible Employees Estimated to Retire During Planning Period
Historical Non – Retirement Annual Turnover Rate
Non – Retirement Projected Turnover Rate
Employees Available (Supply)
Employees Needed (Demand)
Anticipated Employees (Gaps or Surpluses)
100
65
55
50%
46%
24
130
(106)
120
50
2
3%
3%
114
200
(86)
50
8
4
10%
8%
42
50
(8)
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20. 20
Develop & Implement the Workforce Plan

21. Training to Address Workforce Priorities
21
Identified need
Workforce Development
Activity
Types of formal
Competency units that
may apply
Outputs
› Leadership succession planning
and implementation to enable
identified staff members to act
in senior positions
› Identifying level of training
required
› Management of team activities
by potential leaders
› Mentor in the workplace
› Foster leadership and
innovation
› Provide leadership in
community services delivery
› Leadership mentoring job role
described, mentor selected, and
mentoring activities structured
› Guidance for team development
activity provided
› Add text here › Add text here › Add text here › Add text here
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22. Workforce Action Plan
22
Strategies Step by Step Plan Due Date Name
Release Managing Director from admin work
a. Complete a plan to identify what tasks could be completed by an additional
administration support person – document these
Insert here the date by
which each step should be
completed
Insert here the person(s)
responsible for completing
each step
b. Build a consistent level of work every month to cover all constant overheads then
accelerate growth with additional growth in staff
c. Produce Job Description and Person Description for new employee
d. Begin recruitment process
Add text here
a.
b.
c.
d.

23. 23
Monitor the Plan

24. Monitoring & Evaluation Plan
24
Elements
Changes in workforce capacity
New Capabilities
Added
Does these changes contribute to mid
term/ long term goals
Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here
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25. Workforce Planning Icons Slide
25

26. 26
Additional Slides

27. Our Mission
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Vision
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your audience's attention.
Mission
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your audience's attention.
Goal
27

28. Our Team
28
Designation
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audience's attention.
Name Here
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Designation
Name Here
Designation
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Name Here

29. 29
About
Us
Creative
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Professional
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audience's attention.
Talented
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audience's attention.

30. Stacked Bar
30
9
15
18 20 21 22
25
30
34
10
15
17
23
26
31
34
37
40
5
15
25
35
45
55
65
Profit
(Million
dollars)
Product 01
Product 02

31. Column Chart
31
Product 01 Product 02
0
1
2
3
4
5
7
6
8
9
10
2017 2018 2019 2020
Product
01
Product
02
Profit
(Million
dollars)

32. 32
Facebook Users
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95%
WhatsApp Users
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audience's attention.
75%
Twitter Users
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50%
Comparison

33. 33
Post it Notes
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34. 34
Financial
20%
Minimum
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your audience's attention.
50%
Maximum
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your audience's attention.
35%
Medium
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35. 35
Thanks for Watching!
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