The Small Enterprise Guide to People and Resource Management

Quickly start getting the right people, with the right skills, at the right time.

Book This Workshop

The usual, reactive approach to people and resource management is risky. Optimizing tactics helps you hire faster, train more, and negotiate better contracts, but fulfilling needs as they arise:

  • Costs more.
  • Risks more mistakes being made.
  • Leaves you unprepared for the future.

A planful approach that includes workforce planning helps you:

  • Anticipate future needs.
  • Get more lead time, which means better decisions at lower cost.
  • Small Enterprises benefit most, since every resource counts.

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 road map in place to complete your project successfully.

Book Now

Module 1: Lay Your Foundations

The Purpose

Set project direction and analyze workforce needs.

Key Benefits Achieved

Planful needs analysis ensures future workforce supports organizational goals.

Activities: Outputs:
1.1 Set workforce planning goals and success metrics.
  • Work with the leadership team to:
  • Extract key business priorities.
  • Set your goals.
1.2 Identify key roles and competency gaps.
1.3 Conduct a risk analysis to identify future needs.
1.4 Determine readiness of internal successors.
  • Assess workforce needs.

Module 2: Create Your Workforce Plan

The Purpose

Conduct a skill sourcing analysis, and determine competencies to develop internally.

Key Benefits Achieved

A careful analysis ensures skills are being sourced in the most efficient way, and internal development is highly aligned with organizational objectives.

Activities: Outputs:
2.1 Determine your skill sourcing route.
  • Create a workforce plan.
2.2 Determine priority competencies for development.
  • 2.Determine guidelines for employee development.

Module 3: Plan Knowledge Transfer

The Purpose

Discover knowledge to be transferred, and build a transfer plan.

Key Benefits Achieved

Ensure key knowledge is not lost in the event of a departure.

Activities: Outputs:
3.1 Discover knowledge to be transferred.
  • Discover tacit and explicit knowledge.
3.2 Identify the optimal knowledge transfer methods.
3.3 Create a knowledge transfer plan.
  • Create a knowledge transfer roadmap.

Module 4: Plan Employee Development

The Purpose

Create a development plan for all staff.

Key Benefits Achieved

A well-structured development plan helps engage and retain employees while driving organizational objectives.

Activities: Outputs:
4.1 Identify target competencies & draft development goals
  • Assess employees.
  • Prioritize development objectives.
4.2 Select development activities and schedule check-ins.
  • Plan development activities.
4.3 Build manager coaching skills.
  • Build management skills.
Visit our IT Cost Optimization Center
Over 100 analysts waiting to take your call right now: 1-519-432-3550 x2019