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Build a Strategic Workforce Plan

Have the right people, in the right place, at the right time.

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  • Anne Roberts, President, Leadership Within Inc.
  • Cindy Grant, Vice President, HR, Trisura Guarantee Insurance Company
  • Laurie Johnson, GC3 Getting Connected Coaching & Consulting
  • Martha McIver, Vice President Canada HR, CBRE Limited
  • Noelle Sargent, EVP, HR, International Financial Data Services

Your Challenge

  • Talent has become a competitive differentiator. To 46% of business leaders, workforce planning is a top priority – yet only 13% do it effectively.
  • CIOs aren’t sure what they need to give the organization a competitive edge or how current staffing line-ups fall short.

Our Advice

Critical Insight

  • A well defined strategic workforce plan (SWP) isn’t just a nice-to-have, it’s a must-have.
  • Integrate as much data as possible into your workforce plan to best prepare you for the future. Without knowledge of your future initiatives, you are filling hypothetical holes.
  • To be successful, you need to understand your strategic initiatives, workforce landscape, and external and internal trends.

Impact and Result

The workforce planning process does not need to be onerous, especially with help from Info-Tech’s solid planning tools. With the right people involved and enough time invested, developing an SWP will be easier than first thought and time well spent. Leverage Info-Tech’s client-tested 5-step process to build a strategic workforce plan:

  1. Build a project charter
  2. Assess workforce competency needs
  3. Identify impact of internal and external trends
  4. Identify the impact of strategic initiatives on roles
  5. Build and monitor the workforce plan

Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should build a strategic workforce plan for IT, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

1. Initiate the project

Assess the value of a strategic workforce plan and the IT department’s fit for developing one, and then structure the workforce planning project.

2. Analyze workforce needs

Gather and analyze workforce needs based on an understanding of the relevant internal and external trends, and then produce a prioritized plan of action.

3. Build the workforce plan

Evaluate workforce priorities, plan specific projects to address them, and formalize and integrate strategic workforce planning into regular planning processes.

Guided Implementations

This guided implementation is a seven call advisory process.

Guided Implementation #1 - Initiate the project

Call #1 - Scoping call to establish the relevance of this project for your organization
Call #2 - Discuss your current state assessment and project plan

Guided Implementation #2 - Analyze workforce needs

Call #1 - Discuss your organization’s culture and identify role and staff competencies
Call #2 - Determine impact of internal and external trends
Call #3 - Determine the workforce implications and discuss gaps

Guided Implementation #3 - Build and monitor the workforce plan

Call #1 - Identify projects to address gaps in the workforce plan
Call #2 - Review metrics and determine a schedule for the review of key initiatives

Info-Tech Academy

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Human Resources Management

Have the right people, in the right place, at the right time.
This course makes up part of the People & Resources Certificate.

Course information:

  • Title: Human Resources Management
  • Number of Course Modules: 4
  • Estimated Time to Complete: 2-2.5 hours
  • Featured Analysts:
  • Carlene McCubbin, Sr. Research Manager, CIO Practice
  • James Alexander, SVP of Research and Advisory, CIO Practice
  • Now Playing: Academy: Human Resources Management | Executive Brief

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Identify Project Goals, Metrics, and Current State

The Purpose

  • Develop a shared understanding of the challenges your organization is facing with regards to talent and workforce planning.

Key Benefits Achieved

  • An informed understanding of whether or not you need to develop a strategic workforce plan for IT.




Identify goals, metrics, and opportunities

  • Identified goals, metrics, and opportunities

Segment current roles


Identify organizational culture

  • Documented organizational culture

Assign job competencies

  • Aligned competencies to roles

Assess current talent

  • Identified current talent competency levels

Module 2: Assess Workforce and Analyze Trends

The Purpose

  • Perform an in-depth analysis of how internal and external trends are impacting the workforce.

Key Benefits Achieved

  • An enhanced understanding of the current talent occupying the workforce.




Assess environmental trends

  • Complete internal trends analysis
  • Complete external trends analysis

Identify impact on workforce requirements


Identify how trends are impacting critical roles

  • Identified internal and external trends on specific IT roles

Explore viable options

Module 3: Perform Gap Analysis

The Purpose

  • Identify the changing competencies and workforce needs of the future IT organization, including shortages and surpluses.

Key Benefits Achieved

  • Determined impact of strategic initiatives on workforce needs.
  • Identification of roles required in the future organization, including surpluses and shortages.
  • Identified projects to fill workforce gaps.




Identify strategic initiatives


Identify impact of strategic initiatives on roles


Determine workforce estimates

  • Identified workforce estimates for the future

Determine projects to address gaps

  • List of potential projects to address workforce gaps

Module 4: Prioritize and Plan

The Purpose

  • Prepare an action plan to address the critical gaps identified.

Key Benefits Achieved

  • A prioritized plan of action that will fill gaps and secure better workforce outcomes for the organization.




Determine and prioritize action items

  • Prioritized list of projects

Determine a schedule for review of initiatives

  • Completed workforce plan

Integrate workforce planning into regular planning processes

  • Identified opportunities for integration

Search Code: 53686
Published: April 3, 2012
Last Revised: November 2, 2015