Workforce planning is the strategic alignment of a division/deparments team members with its strategic goals. It is a methodical process of analyzing the current team member role alignments, determining future team member needs, identifying the gap between the present and future, and implementing solutions so the division/departments can accomplish its mission, goals, and objectives. Simply stated it is a way to align the right team members and skills at the right place and time for the right business outcomes.
There are four steps to working through organizational alignment. Leaders should work through these steps in order to help build and drive an action plan for the future.
The SWOT analysis helps divisions/department assess issues within and outside of GitLab. The SWOT anaylsis is made up of an assessment of strengths, weaknesses, external opportunities and threats from competition and provides an outline for strategic decision making.
A template has been provided here for reference SWOT slides
This is the step to evaluate the future needs of the division/departments. Future needs will be assed and determined on the answers to the following questions:
A gap analysis is a review an assessment of your current department/divisions performance to help identify the differences between your current state and where you'd like to be. A gap analysis can help improve the division/department efficiencies, the product and potentially profitability by allowing leaders to pinpoint "gaps" currently present. Once the review is completed it will allow leaders to better focus the division/department resources and energy on those identified areas for improvement. This exercise is to identify the current and projected needs of the division/department. Here are four areas to think about while completing the Workforce Gap exercise:
This exercise is to identify immediate and future risks based on the current team member gaps. There are three questions to the Risk exercise:
The last step in the SWOT, Supply and Demand, Workforce Gaps and Risk Analysis is where you will formulate a specific Action Plan with KPIs to address the gaps that have been identified. This will be done by identifying 1-2 year initiatives as well as 3-5 year initiatives. A sample template has been created here
The above steps are just a recommendation and a starting point for leaders. There are many great resources and templates on the web regarding how to conduct a SWOT, workforce gap analysis and create an action plan. This is meant as a guide and to start the conversations. Workforce planning has many benefits to a division/department, including team member retention, career development, top talent identification and can make budgeting and forecasting for the division/department a more data driven exercise. It also allows division/departments to respond quickly and more strategically to changes or emerging challenges in the market, workforce and overall business. Please reach out to your assigned PBP if you would like to partner on this exercise or have additional questions.