Workforce Planning: Ensuring your skill requirements for the next 4-years
The ways of working post COVID-19 and requirements under the Local Government Act 2020 have thrust workforce planning towards the top of every council agenda. Davidson’s expertise will navigate you through our 7 critical step process that can be tailored specifically for your organisation’s staffing requirements for at least the next four years.
Davidson’s 7 stages of Strategic Workforce Planning:
Define your strategic direction –
Understand the strategic landscape for your organisation and define core strategic skills and competencies.
Scan the internal and external environment –
Increase awareness of the factors both internal and external that will influence the future organisation.
Model the current workforce –
Identify the skills and capability of what you have now versus what you will require before 2025.
Assess future workforce needs and project future supply –
Forecasting talent demand versus talent supply and availability.
Identify gaps and develop gap-closing strategies –
Recognise skill and resource gaps and plan how you will overcome any shortages.
Implement gap-closing strategies –
Execute all actions to increase performance and reduce risk.
Evaluate the effectiveness of gap-closing strategies –
Ongoing monitoring and adaptations to implemented strategies to ensure success.