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Bulletin chief executives The weekly bulletin from the Chief Executive EDITION 59 12 March 2014 www.swast.nhs.uk inside Workforce Strategy Right People, Right Skills, Right Values, sets clinical hub

How to fill out workforce strategy

1. Start by conducting a thorough analysis of your organization's current and future workforce needs. This includes assessing the skills, competencies, and capacities required to achieve your strategic goals.
2. Identify the gaps between your current workforce and the future needs of your organization. This may involve analyzing demographic trends, technological advancements, or changes in the marketplace.
3. Develop a clear understanding of your organization's vision, mission, and values. This will help guide your workforce strategy and ensure alignment with your overall business objectives.
4. Set specific goals and objectives for your workforce strategy. These should be measurable, time-bound, and aligned with your organization's overall strategic plan.
5. Determine the key initiatives and actions needed to achieve your workforce goals. This may include attracting and recruiting top talent, developing existing employees through training and development programs, or implementing succession planning initiatives.
6. Consider the external factors that may impact your workforce strategy, such as market trends, economic conditions, or changes in legislation or regulations.
7. Involve key stakeholders in the workforce strategy development process. This may include senior leaders, HR professionals, department managers, and employees to ensure a comprehensive and inclusive approach.
8. Create a detailed implementation plan with clear timelines, responsibilities, and KPIs to track progress and measure success.
9. Regularly review and evaluate your workforce strategy to ensure it remains effective and relevant. This may involve collecting and analyzing workforce data, soliciting feedback from employees and stakeholders, and making necessary adjustments to address changing needs or priorities.

Who needs workforce strategy?

1. Any organization, regardless of size or industry, can benefit from having a workforce strategy. It is especially crucial for organizations experiencing growth, undergoing changes, or operating in a competitive environment.
2. Human Resources (HR) professionals play a significant role in developing and implementing workforce strategies. They are responsible for understanding the organization's needs, aligning HR initiatives with business goals, and ensuring a talented and skilled workforce to drive success.
3. Senior leaders and executives are also key stakeholders in the workforce strategy. They provide strategic guidance, make critical decisions, and allocate necessary resources to support the execution of the workforce strategy.
4. Department managers and team leaders are directly responsible for executing the workforce strategy at the operational level. They work closely with HR to identify talent needs, manage recruitment and selection processes, and develop employees' skills and competencies.
5. Employees also benefit from a well-defined workforce strategy. It provides clarity on career paths, training and development opportunities, and performance expectations, contributing to their motivation, engagement, and satisfaction.

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