Manage staff development
Your staff will need new skills to make the new plan work, so you will need to bridge the gap from where you are now to where they need to be. You will also need to do succession planning. That is, have people coming up so that they can take over the role of people who leave or get promoted. (In some industries, the simplest way to start someone gently to the next step up is to rotate the talented junior staff through all the roles that they will later have to supervise.)
Evaluate your workforce strategy. Look at your workforce's current capabilities and skill sets, and develop a strategy to address gaps and the desired future state of your workforce. Ask teh following planning questions:
- What staff will you need? Make an analysis of the organization's present and future staff needs and resources. You can use it to as a basis for identifying staff development priorities and strategies.
- What systems will you need? Check that you have suitable systems and policies to develop human resources. It should address organization development, change management, workforce planning, and career management.
- What context factors affect the HR plan for recruiting and developing staff? Social, political and economic trends or events could affect your HR system. How might you respond in your planning?
You should also review the various aspects of way your organization manages human resources. This usually includes the following:
- Recruitment
- Induction or onboarding
- Performance management
- Talent identification and management
- Succession planning
- Staff development
- Payroll
- Industrial relations
- Grievances
- Complaints about workers
- Stress management
- Anti-discrimination
- Contract work
- Complex work groups and partnership arrangements, such as: multi-disciplinary work teams, multi-organization work combinations, government/non-government combinations.
Tasks
- Write/review your HR policies.
- Write a forecast of you organization's staff needs for the next three years. Back up your forecast will researched facts. Make it an exercise in grounded reality, not ambitious imagination.
- Make a list of your current staff. For each one, list the skills that they will need to learn.
- Decide on a strategy for developing your staff.
- Fill in the succession plan form.
Questions
- What does your organization need of its staff?
- What do your staff need?
- What resources do you have for developing staff?
- Considering the above three questions, what are your priorities for developing your staff?
- What do you need to do to establish and maintain strategic networks with similar and associated organizations?
- What do you need to do to establish and maintain partnership arrangements with relevant providers of learning and development programs?