PEOPLE PLANNING

Making sure you have the right number and type of people employed in your business is probably one of the most important things you do. How do you decide how many people you need? How do you know what skills you need in your business now and in the future? How do you know when it might be best to outsource an activity or to reduce numbers?

Together we can:

• use your business plan to put together a people plan that sets out how you will manage your workforce to deliver business success.
• determine what the ‘core skills’ are in your business and establish whether any ‘non core’ work should be outsourced.
• establish what structure and roles you need in order to carry out the tasks required and how these fit into your business.
• determine the skills and attributes of your current staff to identify where there are skill gaps.
• determine whether there is a requirement to recruit new people and/or exit some people from your business.
• establish a resourcing plan or ‘manpower’ plan to fill skill gaps, with clear timescales. This might include putting in place a succession plan to identify, develop and move current employees.
  establish a clear people plan showing all roles and the relationship between these roles.
• put in place systems or models to help you analyse, manage and monitor progress against your people plan. This might include analysing turnover, time taken and costs incurred to fill vacancies, leaving reasons, competitor data, recruitment sources etc.
• evaluate roles on a regular basis to ensure the roles are appropriately ‘sized’ for recruitment and development purposes.
• carry out regular reviews of your people plan to ensure it still meets the needs of your business.
• communicate the importance of your people plan to employees, including how it contributes to business success.

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