For any organization to be successful, it requires the people having appropriate talents and skills in the appropriate field—based on the kind of business you have. However, even the top human resource management team faces the challenge of taking good care of supply as well as demand of top talent available for significant job posts. You may have an eclectic mix of employees at present, but what about the future? Have you planned yet how your workforce is going to be in the future?
Indeed, a significant activity of HR managers is to plan for the future transformation in the workforce. Although Human Resource Management (HRM) undoubtedly plays a crucial role in the long-lasting success of any kind of business, there are several pitfalls that should be avoided consciously.
The following are the pitfalls that Human Resource Management teams should avoid while devising a long-term workforce strategy
- A common expectation that HR should take the complete onus of workforce planning
- The incapability to look at the bigger and long-term picture of the organization and its workforce
- The HR manager, along with the team, is expected to implement a workforce-related plan that would be effective immediately
- Insufficient skills
- The incapacity of all the workforce planners to make their strategies effective
Good Workforce Planning Helps Reduce All Risks to Business Strategy
Workforce capacity, capability, and flexibility can be compromised in a manner that leaves an adverse effect on the business strategy. Therefore, it’s better not to give the ownership of workforce planning to the HRM. Instead, it makes sense to entrust this responsibility to any business unit within the company. The HR manager of a company should be considered as a significant consultant and he/she should be responsible for providing guidance and giving tools and means to devise a plan for workforce demand in the future. They should drive accountability, too.
Good Workforce Planning is Mainly a Strategic Exercise
It is important for the chief human resource officer of a company to look at the bigger picture and think ahead. It’s a big no-no for them to rest on laurels as things happen, even the highest-paid and most satisfied employees take life-changing decision related to resignations that could pose a threat to the business. At any point of time, there may be a succession planning required for various senior and C-level posts. So, if such posts demand any in-house training of at least two or three years, HR professionals of a company need to think and plan well in advance.
Likewise, good workforce planning is a time-consuming matter. The first and foremost challenge faced by the HR team is to convince all the individual business units in the company that a plan is the first step. Once all within the company accept the importance of this kind of HR planning, it will add flexibility to the plan.
Like many other business activities, workforce planning needs some good business skills and specific capabilities. Adding to this, solid experience is also a big advantage. However, finding really good HR managers isn’t a child’s play. That’s why, many companies these days prefer hiring certified HR professionals who are equipped with the necessary skills and knowledge.