Build a Strategic IT Workforce Plan

Staff your IT organization for success; availability is not a skill set.

Onsite Workshop

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.

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

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