Consider what capabilities the organisation has now and compare these to future requirements.
Questions to support identifying gaps:
- What new capabilities will be needed and at what level?
- Are new capabilities available?
- What are the characteristics of the desired workforce within the next 3-5 years?
- What current capabilities will not be needed in coming years?
- How will jobs and workloads change as a result of disrupters such as technological advancements, industry changes, and other PESTLE considerations introduced in Core Requirement 1?
- What are the likely consequences of these changes?
- How could different employment types (e.g. ongoing employees, contractors, etc.) be utilised within the future workforce?
- What culture change will be required to keep the future workforce engaged?
Possible sources of evidence:
- Relevant and validated internal data (e.g. recruitment data, organisational structure analysis, supply and demand forecasts)
- Relevant and validated external data (e.g. wider industry trend predictions)
- Determine external labour market trends and the potential impact on workforce requirements
- Compare the strengths and weaknesses of the existing workforce with what is needed for the optimal workforce
- Complete workforce gap analysis, comparing the existing internal and external workforce with future workforce requirements, culture and conditions to identify potential shortages, surpluses and areas of risk
Strategic workforce planning
Strategic Workforce Planning Framework
The Strategic Workforce Planning cycle
Additional resources to inform strategic workforce planning and organisational change
Strategic workforce planning resources