Leveraging Data for More Influential Workforce Planning | Gartner

Workforce Planning

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This 16-page Gartner reference provides three steps for assessing talent risks and using the resulting insights to inform strategic workforce planning (SWP).

  1. Identify talent risks that are most likely to affect the business. Table 1 on page 5 shows 11 of the most common talent risks to executing business strategy in SWP. For example, Development Risk is when not enough internal talent is developing critical skills to meet the organization’s needs. Pipeline Risk refers to not having enough engaged talent in the recruitment pipeline to meet critical skills needs.
  2. Evaluate the talent risks to determine which are currently risks to business strategy execution. Table 2 on page 7 shows the example metrics to use as key risk indicators for each of the 11 most common talent risks.
  3. Share top talent risks with relevant stakeholders in a visually compelling way to drive action.  The reference provides examples for communicating talent risks to stakeholders.

While there is more involved in SWP (e.g., scenario planning, labor market analysis, etc.) than presented in the three steps above, you can use this framework as ONE of several tools to help drive actions in SWP.

Lastly, including risks in SWP doesn’t suggest that organizations should focus on risk at the expense of opportunities. It simply helps increase the likelihood of realizing the talent opportunities an organization aims to achieve.