Phase 1: Define current workforce delivery

Understand your current workforce issues (look at your SWOT) and gather data linked to your key business priorities. Map what individuals are currently doing, what they are capable of doing and what gaps you have. Consider your busiest and quieter times – how is your workforce configured against these?

Phase 2: Project future needs

Determine what workforce capabilities you must have to deliver against your business vision and strategy. What current skills do you need, what capabilities are no longer required, and what new skills are needed? Include yourself in this mapping. What do you currently do which has to change to release capacity?

Phase 3: Project future supply

Determine future workforce supply based on anticipated changes. What turnover do you have? When someone leaves, what skills will you recruit? What capabilities can you develop in existing staff to meet your business strategy, eg, management skills, accuracy checking technician, retail operations, etc.

Phase 4: Identify gaps and action plan

Identify the most important workforce gaps that will inhibit your success and determine an action plan for addressing the gaps. This may include recruiting new skills, putting in place development plans for individuals, and developing your own skills, eg, leadership and change management.

Phase 5: Manage gaps and monitor workforce

Implement actions in the workforce plan and continuously monitor the workforce to assess programme effectiveness and the need to revisit the plan. Engage individuals in their development plans so that they feel ownership and are motivated.