- attracting new talent not only as part of succession planning strategies but also to reflect the diverse population the organization serves;
- building capacity to be able to deliver core business, strategic priorities and respond to citizen expectations; and
successful employee engagement strategies not only to achieve results but also
to retain good talent and inspire others to join the workforce.
Workload pressures, financial constraints
and other factors too often force managers to rush to fill a vacancy without
looking at the constantly changing needs of an organization. There is a fear of hesitating, of losing a
position and not being able to meet priorities and needs.
Workforce planning helps organizations know
why and when to recruit, whom to recruit and ways and means to keep good
talent. My belief is that workforce
planning comes before recruitment and retention.
Leadership in recruitment and retention
strategies begins with targeted and focused workforce planning. This enables a flexible workforce where
organizations can move resources, respond to and deliver programs and services;
where the organization is both agile and innovative and can deliver on an
increasingly challenging public service agenda.
Workforce planning provides public sector organizations the capacity to add
value to their strategic planning and results-based management processes by
understanding their current talent, future talent needs and candidate pools to
inform their decision making. It also
allows for identifying and analysing workforce and environmental trends before
they become an issue.