strategic personnel planning

Now and in the future

Fast and changing. These are words that are typical of this time. We all see the importance of following these rapid changes, where are we going? We want to be prepared for the future. What would it be nice if we could take a look inside that glass sphere and already have answers to questions such as: What type of employees do I need in 3 years and how many? What do they need to develop to be ready for in the future? Which (unexpected) situations will I encounter? Which way of working does this require? What does globalization, mobilization, digitization and aging mean for my organization? Strategic personnel planning (SPP) is a tool to steer the optimal workforce of an organization, department or team in an effective and targeted manner. Now and in the future.

the solution for strategic personnel planning

SPP helps you look at strategic objectives and their influence on the human factor, with a combination between the primary process / business and HR. Getting the right people in the right place. The organizational strategy forms the overall framework. With SPP you translate this ambition into how the human factor contributes to achieving the strategy, which we also call the required workforce:

Qualitative: what knowledge, skills, competences and attitude and behavior do you need?

Quantitative: how many people do you need and in which positions or roles?

This desired workforce is compared with the current workforce, by means of a qualitative comparison (nine grid) and a quantitative comparison (data analysis). This comparison shows very specifically where your organization still needs to develop in order to achieve the strategic objectives, and is translated in an action plan. This action plan entails management and HR interventions and gives input to the strategic HR agenda for the coming years. Strategic objectives are regularly reviewed, so SPP is a recurring process based on new insights.

rvdb helps with strategic personnel planning

Rvdb helps organizations to make these complex issues concrete. As an external specialist, we know the theories and we can start working full-focus on the SPP theme. We help various organizations to devise and implement this new method. This can be in the role of project manager or as a consultant on content.

an example

“Society is changing rapidly and that affects our organization and services. What does this mean for us and our employees? ”We received this question from an insurance company.

The Rvdb consultants started a Strategic Personnel Planning (SPP) process at this company. Our primary focus for an SPP process is to contribute to the long-term organization strategy. This strategy is the desired situation (SOLL) and is compared with the current situation (IST).

It turned out that the organizational strategy was not yet sufficiently formulated, so we started a strategy process to make the SOLL situation concrete.

For the IST situation, we have set up a nine grid potential assessment methodology, in which we guided management teams during work sessions on this new methodology.

Thanks to the outcomes of these work sessions, managers already had direct starting points on how and where they could give more attention to prepare people for coming developments. At the organizational level, this provided the first ever insight into the performance and development potential of the total employee population.

The outcomes of the SOLL and IST situation were compared via a gap analysis. This analysis led to an action plan for the organization and for the HR department. Now they take the necessary actions themselves, so that this insurance company prepares itself for the future.

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