Identify actions to meet work and workforce requirements to achieve organisational goals and manage any associated risks.

Questions to support developing and implementing the plan:

  • What needs to be done to achieve the desired future state and who will do what?
  • What is the plan for bridging the gap between the current and future workforce in the next 3-5 years?
  • Will current positions need to be recruited and what will change in future positions?
  • How will a pipeline be developed to identify and recruit high performers?
  • Has a strategy for recruiting a diverse group of candidates been developed?
  • How will essential organisational knowledge and key personnel be retained within the workforce?
  • How will the organisation ensure that all employees are receiving an opportunity to participate in career, professional and leadership development?
  • What development opportunities exist and how will they be utilised?
  • How will current employees be developed to achieve future requirements, succession and individual success?
  • Who will be responsible for implementation of each part of the plan?
  • Which senior leaders will champion/sponsor the plan?

Possible sources of evidence:

  • Cost vs. benefit of workforce planning actions
  • Scenario planning outputs from Core Requirement 2
  • Gap projection outputs from Core Requirement 3


Suggested actions:

  • Develop comprehensive options to close workforce gaps and evaluate options in order to select strategies that effectively address the gaps with the appropriate level of risk
  • Strategies may include acquiring external talent, developing the existing workforce, leveraging contingent labour, reorganising teams or uplifting performance
  • Identify how the plan will be integrated into other workforce management practice areas as part of planning implementation
  • Agree on ownership for implementing action plan activities and resource the planned changes with executive support
  • Take a coordinated approach to managing changes to the work environment and supporting existing employees to transition to the new arrangements