Effective workforce planning enables organizations to align talent acquisition and development programs to strategic objectives, optimize the use of resources, and anticipate and respond to changing market conditions.
The workforce planning process typically involves several key steps, including:
Analyzing Current and Future Staffing Needs: The first step is to analyze the organization’s current and future staffing needs based on its strategic objectives, operational plans, and anticipated changes in the market environment. This involves identifying business-critical roles, assessing employee skill sets and team compositions, and forecasting future requirements.
Identifying Skills Gaps: Once current and future talent requirements have been outlined, the next step is to identify any skills gaps within the organization and develop strategies to acquire or develop those skills.
Developing Recruitment and Development Strategies: Based on the analysis of current and future staffing needs and skills gaps, the organization can develop strategies to attract the right talent or upskill existing employees.
Succession Planning: Succession planning is a critical component of workforce planning. It ensures that the organization has a pipeline of talent to fill critical roles and ensure business continuity in the case of sudden departures. This involves identifying a pool of potential candidates for key positions and providing training and development opportunities to prepare them for future roles.
Monitoring and Evaluation: Once the workforce planning strategies have been implemented, monitoring and evaluating their effectiveness is essential. We support your teams in developing programs to collect and analyze employee turnover, performance, and productivity data to ensure that you continue to update and optimize your talent deployment.
Effective workforce planning is essential for organizations that want to stay competitive and achieve their strategic goals. By analyzing current and future staffing needs, identifying skill gaps, and developing recruitment, development, and succession planning strategies, organizations can ensure that they have the talent and skills for current and future needs.
Talent mapping goes hand-in-hand with workforce planning by tracking executives in local and global candidate markets, allowing you to evaluate your competitors’ capabilities and structures. It is a strategy that companies employ for long or short-term talent sourcing needs and when diversifying into new business sectors.
IIC Partners uses traditional researching and resourcing methods to diagram and map competitor’s organisational structures. Talent mapping involves tracking up to three levels of management. These leadership levels may include:
– Managing Director / C-Suite
– Heads of Business
– One sub-level below Heads of Business (often Sales and Marketing focused)
In addition, often unique, specialty or in-demand skill sets may be identified, and individuals holding these roles may also be tracked through a talent mapping process.
Analysis of these divisions provides a detailed overview of organisational structures, reporting systems and insight into competitor functions. Using this data, organisations can identify key competitors, target skills and compile core competencies to enhance their own internal teams.
Understanding the talent ecosystem at these three levels of management helps define future roles for candidates and enhance a company’s succession planning strategy.
Talent mapping data is verified through internal and external authentication. Once chartered, a talent map’s data accuracy can be valid for up to 6 months. Within these initial 6 months, the report is constantly refreshed with up-to-date information, tracking candidate mobility, career progression, internal restructurings and direct report changes. Once the initial 6 months have lapsed, companies may work with us to ensure the data integrity and continue to monitor talent within niche markets over an extended period of time.
In traditional hiring solutions, both the cost and length of the entire hiring cycle grow significantly as the time of a search extends. With talent mapping, the approach of continuous sourcing and data mining decreases the length of the hiring cycle when a talent need arises.
Companies also employ talent mapping services to gain a more objective point of view for their own succession planning efforts. Many companies limit their succession planning prospects to internal talent pools and candidates, failing to expand a focus beyond these pipelines. Talent mapping yields alternative external candidates that may be equally or better suited to a role. Utilizing talent mapping enhances a succession plan by providing a more comprehensive and holistic view of all talent available in the marketplace.
It’s widely known that people are the key to an organization’s success. With mapping, you can become the leading talent expert in your industry, knowing where the top executives are placed, how long they have been in role, or when they may be ready to move. Partner with us to empower your leadership teams with the information and skills required to hire the very best leaders and maintain a competitive edge.