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)

Suggested actions:

  • 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