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Glossario dei termini della gestione delle risorse umane e dei benefici per i dipendenti
Workforce planning encompasses a systematic approach to anticipate and align future staffing needs with the organization's strategic goals. It goes beyond traditional HR functions by integrating workforce data, talent analytics, and organizational strategy to inform decision-making. By forecasting demand and supply of talent, businesses can proactively address skill gaps, mitigate risks, and capitalize on emerging opportunities.
Workforce planning is the process of strategically aligning an organization's human capital with its business goals and objectives. It involves forecasting the future workforce needs of an organization, determining the necessary skills and competencies, and developing strategies to meet those needs efficiently.
Strategic workforce planning is a subset of workforce planning that focuses on aligning the organization's workforce requirements with its long-term strategic goals. It involves analyzing current workforce capabilities, identifying future workforce needs, and developing strategies to acquire, develop, and retain talent to support the organization's strategic objectives.
Workforce planning includes various elements such as:
The purpose of workforce planning is to ensure that an organization has the right people with the right skills in the right place at the right time to achieve its business objectives. It helps organizations anticipate and proactively address workforce challenges, minimize disruptions, and optimize resource allocation.
Workforce planning is important for several reasons:
The five key elements of workforce planning are:
The benefits of workforce planning include:
The critical focus areas in developing workforce plans include:
The five steps in the workforce planning process are:
Workforce plans are closely linked to both business and HR strategies. They align workforce requirements with business goals and objectives, ensuring that the organization has the necessary talent to execute its strategy effectively. HR strategies, such as recruitment, training, and development, are developed in alignment with workforce plans to support the organization's overall strategic direction.
To implement workforce planning effectively, organizations should:
Si tratta di brevi sondaggi che possono essere inviati frequentemente per verificare rapidamente cosa pensano i vostri dipendenti di un argomento. Il sondaggio comprende un numero ridotto di domande (non più di 10) per ottenere rapidamente le informazioni. Possono essere somministrati a intervalli regolari (mensili/settimanali/trimestrali).
Organizzare riunioni periodiche di un'ora per una chiacchierata informale con ogni membro del team è un modo eccellente per farsi un'idea reale di ciò che sta accadendo. Trattandosi di una conversazione sicura e privata, aiuta a ottenere maggiori dettagli su un problema.
L'eNPS (employee Net Promoter score) è uno dei metodi più semplici ma efficaci per valutare l'opinione dei dipendenti sulla vostra azienda. Include una domanda intrigante che misura la fedeltà. Un esempio di domande eNPS è il seguente: Quanto è probabile che raccomandi la nostra azienda ad altri? I dipendenti rispondono al sondaggio eNPS su una scala da 1 a 10, dove 10 indica che è "altamente probabile" che raccomandino l'azienda e 1 indica che è "altamente improbabile" che la raccomandino.
Workforce planning helps a business in several ways:
To create a workforce plan, follow these steps:
Workforce planning is important for several reasons:
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