Workforce planning and employment
Workforce planning is an ongoing process usually employed within organizations to align organizational needs as well as priorities with those of its human resources to make sure that it addresses the legislative, regulatory and even the production requirements and institutional objectives (Andries, 2013).
Insights on labor force planning and employment
An important insight that I have gained in relation to workforce planning is that it is a systematic and well integrated management process that entails practically planning ahead in order to prevent possible shortages or surpluses of important talents. The concept is founded on the premise that an organization can sufficiently and effectively be staffed if it properly predicts its talent needs and the ultimate supply of talent that will be accessible (Ward, 2013). If an organization is efficient in planning ahead, it can prevent itself from possible layoff or hasty hiring. Through planning ahead, human resource managers can ensure that an organization has the right number of employees, with sufficient skills, at the most appropriate time and place. Another important insight that I have gained is that employers who fail to plan ahead but just wait and then try to respond to a current situation do not prosper for a long time (Bechet, 2008). As such, it is important to engage in workforce planning in order to provide employers with caution and action plans to address full-blown problems before they escalate into an uncontrollable. Major components that should be included in workforce planning include forecasting internal and external supply and demand for talents, succession planning, leadership development, hiring, retention, redeployment, designating a percentage of contingent employees, establishing potential retirements, managing performance and establishing a career path for the employees (Andries, 2013).
Workforce planning is an ongoing process that helps managers to ensure that an organization does not experience possible shortages and surpluses of labor force. Planning ensures that possible problems related to talent management are addressed before they get out of hand. Managers thus have specific procedures that they follow in planning for future talents thereby ensuring that the organization will have sufficient number of employees in future.
Andries, D. (2013). Workforce Cost Effects on Productivity, Quality and Satisfaction in Organizations, Journal of Community Positive Practices, 13(1):51-78.
Bechet, T. (2008). Strategic Staffing: A Comprehensive System for Effective Workforce Planning, New York: AMACOM.
Ward, D. (2013). Positioned: Strategic Workforce Planning that Gets the Right Person in the Right Job, London: American Management Association.