WORKFORCE PLANNING
In Western Australia there is a legislative requirement to have a workforce plan as part of the Integrated Planning and Reporting suite of plans. - reference in A "plan for the future" - S5.56(1) of the Local Government Act (1995) Regulations on how to achieve have been made under S5.56(2):
While this may be considered as an HR document to meet compliance requirements, it should be developed and implemented in a manner that ensures the immediate and future workforce skills, capacity, capability and structure can meet the strategic and operational goals in a timely manner. This is underpinned by robust and ongoing recruitment and succession planning processes to keep the organisation on track.
Many workforce issues arise when recruitment or structural change processes are ad-hoc and roles develop around immediate availability of people to fill a vacancy, rather than ensuring the right skills or ability to develop into the role. Workforce planning and review services are available.
While this may be considered as an HR document to meet compliance requirements, it should be developed and implemented in a manner that ensures the immediate and future workforce skills, capacity, capability and structure can meet the strategic and operational goals in a timely manner. This is underpinned by robust and ongoing recruitment and succession planning processes to keep the organisation on track.
Many workforce issues arise when recruitment or structural change processes are ad-hoc and roles develop around immediate availability of people to fill a vacancy, rather than ensuring the right skills or ability to develop into the role. Workforce planning and review services are available.
