Bridging the Skills Gap: Strategic Workforce Planning and Development
The shortage of experienced talent in the marketplace, coupled with an aging workforce, has left many organizations without the necessary human capital to meet current demand or achieve future business objectives. To combat the challenge, many organizations have launched workforce planning and workforce development programs; however, these efforts are most often siloed and result in misaligned business and people strategies, a disjointed employee experience, and lackluster returns on investment.
When partnering with clients to develop tailored solutions to their talent challenges, ScottMadden leverages its end-to-end workforce planning and development framework that links upstream and downstream, talent-related activities across the employee lifecycle. This integrated approach allows business leaders and HR to work in lockstep to anticipate and plan for changes in workforce size and skill needs, enhance leadership capabilities, manage the workforce, and attract and retain top talent.
ScottMadden’s Integrated Approach
By implementing an end-to-end workforce planning and development program, you can build a resilient talent pipeline aligned with your strategic objectives, ensuring you have the right skills at the right time to drive both current and future success. Key components of our approach include:
- Understanding Business Strategies and Impacts: Review enterprise and business unit strategies, gather stakeholder input to understand existing challenges and future needs, develop a strategy-driven workforce profile, and identify internal and external factors impacting workforce needs.
- Assessing Quantity and Quality of Existing Workforce: Develop a skills inventory, forecast workforce size, and needs, identify gaps, develop a philosophy on “acquire vs. build” for critical skills, and compare existing talent programs to leading practices.
- Developing and Prioritizing Talent Strategies: Establish governance for the workforce planning program, define success measures, prioritize strategies based on impact and feasibility, and develop an implementation roadmap for targeted strategies.
- Implementing and Monitoring Effectiveness: Execute the implementation roadmap and track progress, monitor the effectiveness of implemented programs, and continuously revisit assumptions and adjust strategies, as needed.
Partner with us for your workforce planning needs and benefit from an approach integrated across the employee lifecycle that enables decision-making aligned with your strategic objectives.