GovLoop - Knowledge Network for Government

6 Pitfalls to Workforce Planning - In the Beginning

Do you want to engage a worldclass workforce that delivers consistent successes to your organization both now and for the future? 

If your answer is "Not now" or "We're not ready to move forward with this", you're probably one of the pivital pitfalls in your organization!

Ah, but if your answer is "Yes", first realize how important it is for your organization to commit from the top-down. Then, read on!

Here are the typical pitfalls organizations run into:

  1. Expecting HR to own Workforce Planning;
  2. Missing the big picture;
  3. Biting off more than your organization can chew;
  4. Speaking in tongues;
  5. Running out of steam; and
  6. Engaging the wrong strategists.

We'll talk about each of these in future blogs.  For now, what tales can you share about successes (or pitfalls) you've experienced with workforce planning?

 

 

[source: "Workforce Planning Pitfalls" a Whitepaper] 

Views: 197

Tags: HRGovGal, Workforce Planning, career, communications, human resources, workforce planning

Comment

You need to be a member of GovLoop - Knowledge Network for Government to add comments!

Join GovLoop - Knowledge Network for Government

Comment by Andy Lowenthal on May 24, 2012 at 1:11am

I agree with Peter -- the rotation of civil service or other non-military personnel has the potential to reap great rewards, both from an individual and an organizational perspective.  Programs like the Senior Presidential Management Fellows and the Senior Executive Service have tried (and failed) to do just that amongst government's top executives.  Rotation should also not be a privilege reserved for the top.  It can be just as valuable for entry-level folks.

Thanks for a great post, Doris.

Comment by Peter Sperry on May 23, 2012 at 7:14am

It may be part of (2.) Missing the big picture, but I would say allowing workforce planning to to devolve to subordinate organizational units which focus on their own needs without consideration of the larger organization is a major problem.  One of the things I have always liked about military workforce planning is how a centralized office manages rotation of assignments to enhance the individual's career and try to get the right person in the right place at the right time, even if it means pulling them form one place where they have been successful and valued but hit a plateau to move them to a more challanging position where they can grow.  When will we see civilian personnel rotate through government agencies on 3-4 year assignments like officers and enlisted personnel do in the military?  The potential benefits for both the individual and the government would be enormous.

© 2014   Created by GovLoop.

Badges  |  Report an Issue  |  Terms of Service