I'm doing some workforce planning for a practice in our US consulting division. Gathering data from finance, including financials, utilization, targets from practice for headcount and open reqs from my own team is taking longer than I'd hoped. Next is to review historical data, select a turnover target everyone can live with (even if we don't like the number!). A review low performers or those on the edge and retirements upcoming, sucession planning, those who might be HYPOs and may move into different roles etc. Don't forget to review any work targeted for offshore or onshore (this does happen!). Then we're ready to select number of requisitions to add, what practice and geo area and in what quarter!
This is my task. Yours might look different. Do you build your budget on a revenue model, by headcount etc?
While you can do all of this work in excel you must still engage the parties that have the data you will need to make decisions, review, achieve level of agreement and go. Doing a plan by quarter especially if workforce planning is new in your organization allows you enough time to make adjustments and monitor progress.
Questions on workforce planning? How to get started - or what is it and why is it important? email me - happy to chat.
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