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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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.
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