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By Robert M. Emmerichs

Describes a user's advisor for contributors accomplishing staff making plans.

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Extra resources for An Operational Process for Workforce Planning

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Estimating Future Desired Distributions Incrementally Participants find the second step of the workforce planning process particularly challenging. However, estimating the future desired distribution of critical workforce characteristics and elucidating the link between the future desired distribution and the desired outcomes are critically important to the business case for changing policies and practices. Therefore, the participants must confidently complete this step to ensure an effective result.

Although the business unit’s strategic intent may be more detailed, corporate or functional guidance could have a greater influence on the workforce characteristics during periods of dramatic shifts in corporate strategy. 6 An organization can better assess future desired distribution if it has a solid foundation from which to start. Identifying and describing the current desired distribution of critical workforce characteristics can provide such a base. In addition, this process allows an assessment of the effect of a change in the business unit’s strategic intent or a change in corporate or functional direction.

In either case, it is important to make the assumptions underlying the projections explicit, to test the validity of the assumptions over time and to assess the robustness of the results. 5—Deriving the Expected Future Inventory Human Resource Management Policies and Practices to Eliminate or Alleviate Gaps 4. What changes to human resource management policies and practices, resource decisions, and other actions will eliminate or alleviate gaps (overages or shortages) between the future desired distribution and the projected future inventory?

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