Six Steps To Implement Strategic Workforce Planning

< p > strategic manpower planning combines long-term strategic talent planning with short-term manpower quantity planning.

Many enterprises begin with the latter, which is known as "manpower planning" to solve the shortcoming of talents.

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< p > however, strategic manpower planning is not only to deal with the needs of the immediate talents, but also to focus on long-term talent demand. These people will be in the key position of the enterprise and support the overall business strategy of the organization.

These people are very important to enterprises.

It also involves the prediction of future talent demand, the assessment of internal and external talent supply, and the examination of various factors that may affect the supply and demand of manpower.

The key here is that strategic manpower planning is to help enterprises decide when and where to find suitable talents, especially how to find talents that are suitable for the core position of enterprises.

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< p > few enterprises deny the importance of strategic manpower planning.

However, for most enterprises, the plan is still in the stage of "planning".

According to a recent survey by the Hewitt consultancy, 25% of companies say they have not begun to plan human resources at all.

In those enterprises that have already begun to plan, in the external talent supply planning, 79% indicated that they only carried out sporadic analysis, or there was no analysis at all.

No more than 33% of the enterprises use the talent model tools to a large extent or a large extent, and only 10% of the enterprises carry out predictive analysis.

These figures are thought-provoking.

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< p > fundamentally, whether manpower planning is effective will have a great impact on the profit and loss of enterprises.

Corporate inaction, or inaction, is fatal.

The common consequences are productivity decline, new product launch delays, quality control failures, bottlenecks in business development, new market development difficulties, talent wastage, leadership skills and skills degradation. All of these are not enterprises' a href= "//www.sjfzxm.com/news/ index_c.asp" > leader /a.

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< p > strategy < a href= "//www.sjfzxm.com/news/index_c.asp" > manpower planning < /a > is a complex process which needs to be tailored.

Every business must take into account its own unique problems.

All enterprises should start with the following six key steps: < /p >

< p > first step: business strategy and scenario simulation: enterprises should focus not only on the talents they need, but also on the economic, business and the whole talent market that affect this factor.

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< p > second steps: < a href= "//www.sjfzxm.com/news/index_c.asp" > demand analysis < /a >: enterprises need to build a framework that contains the quantity, quality, location, cost and time of the required talents, so as to establish their own talents demand so as to achieve the goal of business development.

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< p > Third: internal supply analysis: planning the number and cost, comparing the past employee data to identify some key issues related to it (such as roles, capabilities, positioning, career development level, etc.).

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< p > fourth step: vacancy analysis: recognize the gap between the supply and demand of the current and future talents, and deal with this gap quickly, taking into account the changing economic, business and talent market.

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< p > fifth: talent market analysis: To study the current talent market, talent data and talent capability, and analyze the availability, quality and salary pressure of external talent supply according to different geographical locations.

This is not only for the sake of the present, but also for a rainy day.

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< p > sixth step: Talent Planning: enterprises need to establish a clear strategy to solve the problem of talent vacancies, and consider all the details of the recruitment process, including attracting talents, interviews, measuring their performance, training, taking over, retaining, job hopping, etc.

This strategy should also include a way to track and observe the whole process.

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