Workforce Planning

As organizations prepare to compete in today’s challenging economic environment, having an effective workforce planning strategy in place is critical.  Plus, predictions are that the pool of available employee talent will continue to diminish over the next 10-20 years.  Now more than ever, workforce planning has become an essential component of a company's strategic planning process. 

TMS' breadth of expertise and proprietary assessment and diagnostic tools allow us to focus on organizational areas that you identify as mission-critical.  Our proven methods can help you build your workforce of the future. 

The workforce planning process includes:

1.  Supply Model - Gaining a thorough understanding of your current workforce. 

• Staffing levels
• Budgets
• Success factors
• Leadership factors
• Talent assessments
• Employee productivity
• Demographics
• Employment trends (internal)
• HR metrics

 2.  Demand Model - Envisioning the likely operating environment of the future.

• Business drivers (market, customer, leadership, culture, etc.)
• Staffing forecast level
  • Manpower utilization
  • Workload analysis
• Success factors of the future
• Leadership factors of the future
• Employment trends (external)

3.  GAP Model - Identifying future workforce needs with your current staff.

• Determine current gaps (shortages) and surpluses (excesses)
• Determine future gaps (shortages) and surpluses (excesses)
• Future changes in workforce demographics

4.  Solution Model - Developing strategies to build and develop a new workforce.

• Strategic staffing plans
  • Forecasting needs
  • Recruiting strategy
  • Contingency staff
• Succession planning
• Employee development and training
• Change management
• Dealing with surpluses
  • Attrition
  • Workforce reductions
• Outsourcing

Benefits of Workforce Planning

• Improve strategic decision-making.
• Create more accurate and cost-effective workforce forecasts, budgets and recruiting plans.
• Measure and improve workforce productivity.
• Minimize risk by changing likely outcomes.
• Proactively plan for future workforce needs.