Analysis and modelling to identify policies to ensure future (generally medium- to longer-term) workforce requirements are delivered. through:

 

• Identification of the current workforce profile - numbers, FTE, age, education, skills, post, location etc.

• Consideration of alternative future business/organisational scenarios

• Future workforce projections - for example using stocks & flows or participation models

• Evaluation of alternative strategies - recruitment, retention, management, divestment - over time - to deliver the proposed future outcome

• Computer-modelling including sensitivity analysis of the key variables within the projections to identify potential weaknesses or "pinch points" within the strategy

• Implementation planning and support to ensure intermediate and longer-term targets are met.

 

Possibly better described as "workforce logistics" services - since the aim is often to facilitate the desired results (and change) over a shorter-term, these services include techniques such as:

 

• Demand Analysis - will identify the variability and uncertainty of business demand in the recent past, and project it forward, and determine the total demand for skills/staffing required over a period.

• Forecasting future demand under a range of alternative conditions - modelling the key variables for the business

• Task Analysis / Activity Analysis and modelling to identify policies to ensure future workforce requirements are delivered.

• This may include the potential reprofiling of the workforce - and strategies to deliver it.

• Shift pattern re-design and optimisation will align deployment to demand.  The ability to modify deployment arrangements as business demand changes is a key element in maintaining productivity levels.

• Flexible working scheme design - with proposed individual arrangements fitting into a strategic organisational perspective, yet providing acceptable work-life balance for employees.

We believe that consultancy interventions should be as short as possible and enable clients for the future.

 

The output of a workforce plan should be a series of action strategies which will ensure the delivery of the key elements of the plan.