Business Unit-driven Organizational Workforce Planning (PowerPoint PPTX Slide Deck)

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This product (Business Unit-driven Organizational Workforce Planning) is a 27-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.

In the face of the COVID-19 pandemic, Strategic Workforce Planning has emerged as the key to organizations effectively managing and adapting to unforeseen disruptions.

HR leaders excel in conducting Workforce Planning at the business unit level, but face challenges when it comes to incorporating their insights effectively. Thus, by unraveling the intricacies of how input from business units is utilized in crafting and implementing workforce plans, HR leaders can empower themselves to steer a unified and impactful organization-wide Workforce Planning Strategy.

To enable an efficient deployment of employees across business units while addressing urgent talent demand and supply mismatches with agility, we should follow the holistic organizational-wide workforce plans which can be achieved by incorporating a 6-phase BU-level planning:

1. Prepare for Workforce Planning
2. Understand the Business Strategy
3. Diagnose Strategy Execution Risks
4. Develop Risk Mitigation Plan
5. Prepare Workforce Plan Execution
6. Monitor & Manage Workforce Plan

The initial 4 steps focus on designing activities that involve stakeholders from both the business unit (BU) and organization levels. The final 2 steps revolve around execution activities primarily conducted at the BU level, but with collaboration across the organization.

HR leaders should identify the necessary steps and activities at the business unit level and utilize this information to inform organization-level plans that this presentation will discuss in detail.

This PowerPoint presentation on business unit-driven Organizational Workforce Planning also includes slide templates for you to include in your own business presentations.

Source: Best Practices in Workforce Management PowerPoint Slides: Business Unit-driven Organizational Workforce Planning PowerPoint (PPTX) Presentation Slide Deck, LearnPPT Consulting

PPT SLIDE DEEP DIVES

Six-Phase Framework for Effective Workforce Planning

This PPT slide outlines a structured six-phase approach to Organizational Workforce Planning, emphasizing the importance of aligning workforce strategies with business objectives. The phases are clearly delineated, starting with "Prepare for Strategic Workforce Planning" and culminating in "Monitor & Manage Workforce Plan." Each phase plays a critical role in ensuring that workforce planning is not only strategic, but also actionable.

The first phase focuses on preparation, which is essential for laying a solid foundation. Understanding the business strategy is the second phase, indicating that workforce planning must be directly tied to overarching business goals. This connection is vital for ensuring that the workforce is aligned with the direction of the organization.

The third phase, "Diagnose Strategy Execution Risks," highlights the need to identify potential barriers to executing the business strategy. This proactive approach allows organizations to anticipate challenges and address them before they impact performance. Following this, the fourth phase involves developing a risk mitigation plan, which is crucial for outlining strategies to counter identified risks.

The fifth phase, "Prepare Workforce Plan Execution," emphasizes the importance of readiness in executing the workforce plan. It suggests that detailed planning and coordination are necessary to ensure that all stakeholders are aligned and prepared for implementation.

Finally, the sixth phase focuses on monitoring and managing the workforce plan. This ongoing evaluation is essential for adapting to changing circumstances and ensuring that the workforce remains aligned with business goals. The slide also notes that the initial 4 steps involve collaboration between business units and organizational levels, while the last 2 steps focus on execution at the business unit level, reinforcing the need for cross-functional collaboration. This structured approach ensures that organizations can effectively navigate workforce planning to drive success.

Strategic Workforce Planning: Phase 1 Overview

This PPT slide outlines the first phase of a Business Unit-driven Workforce Planning process, focusing on the preparation for strategic workforce planning. It emphasizes the critical activities that HR leaders must undertake to set a solid foundation for workforce strategies.

Key activities include identifying essential components of a workforce plan, pinpointing stakeholders and their roles, and determining which business units (BUs) are crucial for partnership and investment. The overview stresses the importance of gathering and analyzing data to understand the current workforce and future business needs. This involves conducting assessments to identify existing strengths and weaknesses, as well as forecasting future workforce requirements based on business projections.

The details section elaborates on the necessity of aligning strategic objectives with organizational goals. It highlights the need for a comprehensive analysis of both internal workforce capabilities and external market conditions. An example provided is the American Red Cross, which utilizes a prioritization framework to manage its workforce effectively. This framework helps in identifying critical BUs that require focused talent planning discussions, while allowing a more streamlined approach for other units.

The slide serves as a guide for organizations facing resource limitations, suggesting that adopting a structured prioritization approach can help in identifying and investing in key business units. This preparation phase is essential for developing effective workforce strategies that align with long-term organizational needs.

Developing a Transparent Workforce Risk Management Plan

This PPT slide outlines Phase 4 of a Business Unit-driven Workforce Planning process, focusing on developing a plan to address identified risks. The primary goal in this phase is to create transparency regarding skills needs across business units (BUs) and to identify actionable steps to mitigate risks effectively.

Key activities include establishing clarity around required skills, which is crucial for informing workforce planning and facilitating the transfer of skills within the organization. Suggested methods for achieving this transparency involve implementing a centralized internal application portal, designating a common point of contact for skill availability inquiries, and standardizing processes for BU leaders to requisition skills.

The slide emphasizes the importance of addressing both common and specific workforce needs. While some requirements can be tackled at the organizational level, others may necessitate a more tailored approach at the BU level. This dual focus ensures that both overarching and localized needs are met efficiently.

Prioritization of action steps is highlighted as a critical component. It suggests that actions should be ranked based on their urgency and relevance to strategic priorities. For BU-specific actions, assigning ownership based on responsibilities and capacity is essential to ensure accountability and effective execution.

Overall, this phase serves as a roadmap for HR leaders to create a transparent and actionable workforce plan that aligns with organizational goals, ultimately driving transformative outcomes. The insights provided here are vital for any organization looking to enhance its workforce planning strategy.

Strategic Insights for Labor Market Analysis

This PPT slide outlines critical considerations for HR leaders in the second phase of Business Unit-driven Workforce Planning, focusing on the analysis of both external and internal labor markets. The left section emphasizes the importance of understanding external labor markets. HR leaders are advised to identify emerging trends that could influence the organization’s business strategies. This involves cascading information about these trends down to individual business units, ensuring that each unit understands how external factors may affect their specific operations. Additionally, HR leaders are encouraged to support business units in assessing the implications of these trends on their priorities and skill requirements.

On the right side, the focus shifts to internal labor market analysis. Here, HR leaders are instructed to create a skills inventory that is sufficient, but not exhaustive. This inventory should provide timely data to guide skills-related decisions in alignment with business needs. Furthermore, establishing a flexible network of stakeholders across the organization is highlighted as essential. This network should be responsible for monitoring changes in skills supply and demand, ensuring that the organization can adapt to evolving needs.

The slide concludes with a list of critical priorities for HR leaders, which includes collecting and analyzing relevant data, developing strategic plans based on this data, and implementing as well as monitoring the effectiveness of workforce-related programs. These elements are crucial for aligning workforce strategies with organizational goals and ensuring that HR can effectively contribute to overall business success.

Strategic Division of Responsibilities in Workforce Planning

This PPT slide outlines Phase 5 of the Business Unit-driven Workforce Planning process, specifically focusing on the Trigger Identification Process utilized by the Australian Financial Security Authority. It emphasizes a collaborative approach where both Human Resources (HR) and business leaders play distinct roles in identifying triggers that necessitate updates to workforce plans.

The visual representation features a funnel diagram that categorizes triggers into 2 main types: Labor Market Triggers and Business Triggers. HR is tasked with identifying labor market triggers, which may include factors such as government regulations and turnover rates. This suggests that HR's role is pivotal in understanding external labor dynamics that could impact workforce needs.

On the other side, business leaders are responsible for identifying business triggers, which likely encompass internal factors such as mergers, acquisitions, and other strategic business changes. This delineation of responsibilities is crucial, as it allows each group to focus on their areas of expertise, thereby enhancing the overall effectiveness of the workforce planning process.

The slide also notes that this strategic assignment of responsibilities aims to maximize the impact of workforce planning updates. By clearly defining who is responsible for what, the organization can ensure that the most significant triggers are identified and acted upon in a timely manner. This structured approach not only facilitates better decision-making, but also aligns workforce strategies with broader organizational goals.

Overall, this slide provides valuable insights into how a structured division of responsibilities can lead to more effective workforce planning and management.