Goal:

Identify different work and workforce scenarios to deliver organisational goals and the estimated cost of each scenario.

Questions to support comparing options to achieve outcomes:

  • How are current employees divided into useful workforce segments, and have groups for development, retention and mobility been identified?
  • Are the required capabilities readily available within the organisation or the labour market?
  • How well does the current workforce align/ support the organisational plan/strategy?
  • What employment arrangement types are present within the current workforce (e.g. ongoing, temporary, casual, contingent, volunteers, contractors, interns, cadets, trainees etc.) and what is their contribution?
  • How many employees are at each organisational level and location?
  • What are the diversity statistics for each workforce segment, and are there opportunities to target the recruitment of diverse groups?
  • How flexible is the workforce? Does the organisation make use of non-full-time appointments such as job sharing?
  • What is the grade structure (distribution) and is it fit for purpose?
     

Possible sources of evidence:

  • Relevant and validated internal data (e.g. recruitment data, organisational structure analysis)
  • Relevant and validated external data (e.g. wider industry trend predictions, workforce supply and demand data)
     

Suggested actions:

  • Compare different operational models to determine the best fit for delivering desired outcomes
  • Analyse the composition of the existing workforce and benchmark across all labour types internally and with the external labour market
  • Consider future ways of working, taking into account the impact of emerging technologies and the need for organisational and work redesign
  • Determine the most cost-effective way forward
  • Forecast the demand for workforce capacity and capability over the defined period
  • Define the culture and conditions needed to effectively meet workforce requirements
  • Complete scenario planning to identify plausible future events and their workforce size and cost implications