Templates>Workforce & Succession Planning Policy

Workforce Planning Policy

Does the company have the talent it needs in one year? Or in five? The workforce planning and succession planning policy offers a vision for preparing for an ever-changing market. The policy defines the components of the workforce planning process, the methodology for succession planning, and priorities for development and promotion plans.

Workforce Planning Policy

Created by

Naif O. Alawbathani

|

Human Resources Adviser

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What’s included in the workforce & succession planning policy?

The workforce planning and succession planning policy details how to analyze the current workforce and the factors used to forecast future staffing needs, aiming to bridge skill gaps or employee shortages.

The policy specifies the department leading the planning cycle, sets the implementation schedule, and details its tasks. It also outlines the role played by executive and department managers in the process.

The workforce planning policy further mentions the required frequency for forecasting workforce movement and the general framework for recruitment & strategic sourcing processes, emphasizing their alignment with the company's needs.

The policy also considers the role of strategic workforce plans in addressing rapidly accelerating challenges, such as digital transformation. All these efforts are maintained within a framework of confidentiality and protection of workforce data from unauthorized access.

Workforce & Succession Planning Policy - Table of contents

1. Overview

    2. Objectives

      3. Workforce Planning

        4. Succession Planning

          5. Roles & Responsibilities

            6. Career Progression & Promotion Readiness

              7. Movement Forecasting

                8. Recruitment & Strategic Sourcing

                  9. Alignment with Project Timelines

                    10. Organizational Strategy & Future Trends

                      11. Confidentiality & Data Access

                        12. Review & Continuous Improvement

                          13. Planning Calendar Drag

                            Why do you need an equal opportunities policy?

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                            It enables early action, ensuring long-term business sustainability and continuous success.

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                            It guarantees the workforce aligns with the company's objectives and strategies.

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                            It helps the company adapt to evolving business needs and market fluctuations.

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                            It provides a ready plan for a smooth transition and operational continuity.

                            How do you use the model?

                            1

                            Download the template and review the content.

                            2

                            Customize it with name, logo, nature and size of your workforce. and vital roles.

                            3

                            Share it with the Human Resources management team and managers.

                            4

                            Ensure compliance by getting Workforce & Succession Planning policy reviewed by a legal/HR expert.

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                            FAQ

                            What is workforce planning?

                            Workforce planning is the strategic process of aligning a company's current and future talent needs with its overarching goals. ِAs mentioned in workforce planning policy, it involves analyzing the existing workforce and forecasting future demands to identify and bridge any skill gaps or employee shortages.

                            The proactive approach of workforce planning and analytics ensures the company has the right people, with the right skills, in the right roles, at the right time and cost.

                            Benefits of workforce planning includes enabling sustainable performance and informing key HR functions like recruitment, succession planning, and talent development.

                            What are the 7 R's of workforce planning?

                            The 7 R's of workforce planning aim to align a company's workforce with its long-term talent goals. These "R's" ensure the organization has:

                            • Right people: New hires who fit the company's culture, values, and needs.
                            • Right skills: Employees possessing the necessary work experience and skill sets.
                            • Right shape: A workforce configuration with the optimal competencies for short and long-term needs.
                            • Right size: The correct number of employees and job roles, avoiding understaffing or overstaffing.
                            • Right time: New or promoted employees who can immediately contribute.
                            • Right place: Hires located strategically to support current and future operations and growth.
                            • Right cost: Employees who are fairly and competitively compensated within budget.

                            What are the 4 steps of workforce planning?

                            Workforce planning typically involves four main steps:

                            1. Understand the company and Environment: Analyze the current organizational structure, future plans (e.g., productivity increases, technology updates), and the operating environment.
                            2. Analyze the Current Workforce: Identify existing knowledge, skills, talent profiles, attrition rates, and employee sentiment, including demographic and contractual differences.
                            3. Determine Future Workforce Needs: Pinpoint future skill and capability requirements, predict timeframes, and use scenario planning for adaptive strategies.
                            4. Identify Gaps and Develop Action Plan: Pinpoint discrepancies between current and future skills, then create an action plan for recruitment, development, or outsourcing to build a change-ready workforce.

                            What are the 5 steps of succession planning?

                            The five steps of succession planning are:

                            1. Identify Key Areas and Positions: Determine critical roles whose vacancy would hinder business objectives or public safety.
                            2. Identify Capabilities for Key Areas and Positions: Define the essential knowledge, skills, abilities, and competencies needed for these key roles, and communicate them to employees.
                            3. Identify Interested Employees and Assess Them Against Capabilities: Find employees with potential and interest in these roles, assessing their readiness or developmental needs, while ensuring diversity.
                            4. Develop and Implement Succession and Knowledge Transfer Plans: Create learning, training, and development strategies, linking them to required capabilities and facilitating corporate knowledge transfer.
                            5. Evaluate Effectiveness: Monitor plans to ensure timely filling of key positions, and effective performance of new incumbents.

                            What are the 5 D's of succession planning?

                            The "5 D's" of succession planning represent critical unexpected life events that resilient businesses plan for to ensure continuity. They include:

                            • Death: The sudden loss of a key leader or decision-maker.
                            • Disability: A health issue that incapacitates a key leader, preventing them from performing duties.
                            • Divorce: The divorce of one or more business leaders, potentially impacting ownership or operations.
                            • Disagreement: Conflicts among business owners or between owners and other stakeholders.
                            • Distress: Situations where the business faces operational or financial strain.