Build a Strategic Workforce Plan

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

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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 a 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

Build a Strategic Workforce Plan

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.

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Human Resources Management Course

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

Now Playing: Executive Brief

Course information:

Title: Human Resources Management Course
Number of Course Modules: 4
Estimated Time to Complete: 2-2.5 hours

Featured:
Carlene McCubbin, Sr. Research Manager, CIO Practice
James Alexander, SVP of Research and Advisory, CIO Practice

Onsite 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.

Activities:
Outputs

1.1

Identify goals, metrics, and opportunities

  • Identified goals, metrics, and opportunities

1.2

Segment current roles

1.3

Identify organizational culture

  • Documented organizational culture

1.4

Assign job competencies

  • Aligned competencies to roles

1.5

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.

Activities:
Outputs

2.1

Assess environmental trends

  • Complete internal trends analysis
  • Complete external trends analysis

2.2

Identify impact on workforce requirements

2.3

Identify how trends are impacting critical roles

  • Identified internal and external trends on specific IT roles

2.4

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.

Activities:
Outputs

3.1

Identify strategic initiatives

3.2

Identify impact of strategic initiatives on roles

3.3

Determine workforce estimates

  • Identified workforce estimates for the future

3.4

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.

Activities:
Outputs

4.1

Determine and prioritize action items

  • Prioritized list of projects

4.2

Determine a schedule for review of initiatives

  • Completed workforce plan

4.3

Integrate workforce planning into regular planning processes

  • Identified opportunities for integration

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