The Small Enterprise Guide to People and Resource Management
Quickly start getting the right people, with the right skills, at the right time.
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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.
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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: 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. |
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| 1.2 | Identify key roles and competency gaps. |
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| 1.3 | Conduct a risk analysis to identify future needs. |
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| 1.4 | Determine readiness of internal successors. |
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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. |
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| 2.2 | Determine priority competencies for development. |
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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. |
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| 3.2 | Identify the optimal knowledge transfer methods. |
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| 3.3 | Create a knowledge transfer plan. |
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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 |
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| 4.2 | Select development activities and schedule check-ins. |
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| 4.3 | Build manager coaching skills. |
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