Build a Strategic IT Workforce Plan
Staff your IT organization for success; availability is not a skill set.
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Immature or non-existent IT workforce plans result in:
- Increased training and development costs when key stakeholders leave the organization before a replacement is found.
- Decreased efficiency through longer development cycles.
- Lost relationships with key stakeholders inside and outside the organization.
- Inconsistent project and task execution, leading to inconsistent outcomes.
- IT losing its credibility due to system or project failure from lost information.
- Customer dissatisfaction due to inconsistent service.
A formalized IT workforce plan results in:
- Mitigated risks and costs caused by talent leaving the organization.
- Business continuity through redundancies that prevent service interruptions and project delays.
- Increased engagement of junior staff through development planning.
- Improved strategic alignment from matching hiring to upcoming projects.
- Decreased costs from balancing contract work with full time employees.
- Decreased costs from developing internal candidates rather than hiring externally.
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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 road map in place to complete your project successfully.
Book NowModule 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 |
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| 1.2 | Segment current roles |
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| 1.3 | Identify organizational culture |
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| 1.4 | Assign job competencies |
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| 1.5 | Assess current talent |
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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 |
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| 2.2 | Identify impact on workforce requirements |
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| 2.3 | Identify how trends are impacting critical roles |
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| 2.4 | Explore viable options |
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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 |
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| 3.2 | Identify impact of strategic initiatives on roles |
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| 3.3 | Determine workforce estimates |
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| 3.4 | Determine projects to address gaps |
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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 |
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| 4.2 | Determine a schedule for review of initiatives |
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| 4.3 | Integrate workforce planning into regular planning processes |
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