It also guides agencies in the development of their strategic plans to become high performing organizations. Based on that evaluation, the organization determines what personnel resources are required, what personnel resources will be available, and what the gap is in between. An organization must then look at what it needs, what it has, and what it will need and have in the future. Identifying this gap is one of the keys to successful workforce planning. This step includes conducting an assessment of key roles and competencies, and identifying the availability in the current and future workforce.
Organizations can analyze their workforce through a wide variety of information sources.
One organization may be able to draw upon data maintained in-house. Another may rely on data from external sources. While others may benefit from comparisons of internal data versus external data. After the data have been analyzed, the next step is to develop a workforce action plan. Just as the strategic plan helps identify where you are, where you re going, and how you re going to get there, the workforce action plan lays out specific tasks and actions to be taken to achieve the agency s human resource goals and objectives.