14/11/2016 1 Strategic workforce planning - organisational capabilities, development and career planning 9 November 2016 What is Strategic Workforce Planning 2 People Capability Maturity Model ® , SEI Institute. Available for download from cmmiinstitute.com Copyright 2001 by Carnegie Mellon University. NO WARRANTY Maturity Levels Process area threads Developing individual capability Building workgroups & culture Motivating & managing performance Shaping the workforce 5 Optimising Continuous capability improvement Organisational performance alignment Continuous workforce innovation 4 Predictable Competency based assets Competency Integration Quantitative performance management Organisational capability management Mentoring Empowered workgroups 3 Defined Competency analysis Workgroup development Career development Workforce planning Competency development Participatory culture Competency based practices 2 Managed Training & development Communication & coordination Work environment Staffing Performance management Compensation 1 Initial Inconsistent management of activities People Capability Maturity Model ® (P-CMM ® )
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14/11/2016
1
Strategic workforce planning
- organisational capabilities,
development and career planning
9 November 2016
What is Strategic Workforce Planning
2
People Capability Maturity Model®, SEI Institute. Available for download from cmmiinstitute.com Copyright 2001 by Carnegie Mellon University. NO WARRANTY
Maturity
Levels
Process area threads
Developing individual
capabilityBuilding workgroups & culture
Motivating & managing
performanceShaping the workforce
5
OptimisingContinuous capability improvement
Organisational performance
alignment
Continuous workforce
innovation
4
Predictable
Competency based assets Competency IntegrationQuantitative performance
management
Organisational capability
managementMentoring Empowered workgroups
3
Defined
Competency analysis Workgroup development Career development
Workforce planningCompetency
developmentParticipatory culture Competency based practices
2
ManagedTraining & development
Communication &
coordination
Work environment
StaffingPerformance management
Compensation
1
InitialInconsistent management of activities
People Capability Maturity Model® (P-CMM®)
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2
9 November 2016
The common language integrating these processes
Overall resourcestrategy and management
The purpose of Staffing is to establish a formal process by which work is matched
to resources and qualified individuals are recruited, selected and transitioned
into assignments
● Best practice recruitment processes based on competencies
● Standard positions descriptions are prepared using SFIA for skills definition
● Balancing workload demands with available staff
● Candidates are selected using SFIA skills matched to defined positions
Shaping the workforce – Staffing
3
9 November 2016
Workforce Planning Processes Areas
4
Competency
Analysis
Workgroup
Development
Competency
Development
Career
Development
Competency
Best Practices
Workforce
Planning
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9 November 2016
Developing Individual Capability - Competency
Analysis
5
The common language integrating these processes
Overall resourcestrategy and management
The purpose of Competency Analysis is to identify the knowledge, skills and process
abilities required to perform the organisation’s business activities so that they may be
developed and used as basis for work practices
– The RAD provides the basis for mapping all the
resources required by the organisation to perform
its business activities
– Assists with future planning and ongoing
development in both competencies and workgroups
Rolesadapted from frameworks
Role-Activity diagram
The RAD describes the key processes in terms of their
activities and responsibility allocations.
9 November 2016
Develop individual capability - Competency
Development
The purpose of Competency Development is to constantly enhance the capability of
the workforce to perform their assigned tasks and responsibilities
Remediation training is provided for under-performing skills
Development of new skills is provided for target roles in the career progression plan
6
The common language integrating these processes
Overall resourcestrategy and management
10%
20%
70%
formal training
feedback &
coaching
experience
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9 November 2016
The common language integrating these processes
Overall resourcestrategy and management
To organise work around competency-based process abilities
● A collection of people who work closely together on tasks that are highly independent to achieve a shared
objective
● Typically used within Business Change activities (Programmes and Projects)
● Roles are tailored based on required activities and available skills
● Assignments to roles are based on best skills match
Building workgroups & culture – Workgroup
Development
7
9 November 2016
The common language integrating these processes
Overall resourcestrategy and management
The purpose of Workforce Planning is to coordinate workforce activities with current and
future business needs at both the organisational and unit levels
● Strategic Programme and Project requirements captures future skill requirement
● Business-as-usual (BAU) activities aligned to the operating model, FTE requirements and
projected demand
Shaping the workforce – Workforce Planning
Position Process Role FTE LoR Sk1 Lv1 Sk2 Lv2 Sk3 Lv3 Sk4 Lv4 Sk5 Lv5