By Robert M. Emmerichs
Describes a user's advisor for contributors accomplishing staff making plans.
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Additional resources for An Operational Process for Workforce Planning
If no environmental or desired outcome changes are expected, the current desired distribution of the workforce is also the future desired distribution. Modeling Future Inventory Most participants in the workforce planning process can intuit the effect of a particular practice (say, that a bonus tied to clear individual or group performance metrics will result in greater retention as well as greater performance). Their intuition, however, is unlikely to yield a quantitative estimate of the impact on retention, and even if it does, the estimates of different participants will almost certainly vary.
It does not provide a mechanistic procedure leading to specific answers. 6 Although we do not argue that facilitated dialogue is the only means of carrying out the process, based on our experience (and as part of a similar process focused on organizational behavior), we believe it produces a synergy not available through a mechanistic procedure. In particular, the workforce planning process relies heavily not just on human resource management expertise, but on unique and critical expertise and perspectives that individual executives, line managers, community managers, and staff principals bring to the process.
36 An Operational Process for Workforce Planning KEY FEATURES OF THE FOUR-STEP PROCESS The process outlined in the preceding sections is a general guide to help focus the contributions of participants on some of the most difficult, but important, activities of workforce planning. It does not provide a mechanistic procedure leading to specific answers. 6 Although we do not argue that facilitated dialogue is the only means of carrying out the process, based on our experience (and as part of a similar process focused on organizational behavior), we believe it produces a synergy not available through a mechanistic procedure.
An Operational Process for Workforce Planning by Robert M. Emmerichs