The Small Enterprise Guide to People and Resource Management
Quickly start getting the right people, with the right skills, at the right time.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.The usual, reactive approach to people and resource management is risky.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.
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. |
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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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