Phase 2: Future Forecasts
Key Focus Area 1: Supply and Demand Analysis
Analyse the current workforce design and profile to understand its strengths and weaknesses and identify the gaps between the current workforce and the future workforce needed to meet strategic and service priorities.
Key Focus Area 2: Scenario Planning
Develop future workforce scenarios, considering various factors and potential changes, to create a comprehensive profile that includes workforce capacity and capability, composition and design, sustainability, diversity, culture, wellbeing, and performance.
By the end of this phase, you will have a comprehensive understanding of the workforce changes needed to support the organisation's long-term goals, ensuring that your strategic workforce planning is aligned with future challenges and opportunities.
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By the end of Phase 2, you will have:
- Engaged Workforce: Input and ideas from clinical and non-clinical staff to design effective workforce initiatives.
- Future Workforce Profile: A clear profile of the future workforce needed to meet strategic goals.
- Scenario Insights: Understanding of how different future scenarios might impact workforce demand.
- Gap Analysis: Identification of gaps between the current workforce and future needs.
These outcomes will help align your strategic workforce planning with long-term goals and prepare for future challenges and opportunities.
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Activities that you should consider during this Phase:
Analyse Workforce Profile:
- Analyse the current workforce profile in the context of the organisation's strategic priorities.
- Use scenario planning to explore how the organisation would respond to potential future situations identified in the environmental scan report and workforce projections.
Build Future Workforce Profile:
- Develop a profile of the desired future workforce by exploring different pathways and options for how the workforce could best respond in various scenarios.
- Consider the same elements as the current workforce profile: capacity, capability, sustainability, diversity, design, culture, wellbeing, and performance.
Gap Analysis:
- Assess and define the gap between the current workforce profile and the projected workforce needed to meet the organisation’s needs over a 5–10-year period.
- Identify the necessary skills, locations, and team structures required to bridge these gaps.
By following these activities, you will ensure that your strategic workforce planning is aligned with the organisation's long-term goals and prepared to address future challenges and opportunities.