Workforce Planning Analysis

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department. “Workforce planning is an essential tool for anticipating possible future developments and maintaining a well-structured workforce of an appropriate size, which is able to meet the changing needs of the public service in a cost efficient manner” OECD(2011) (1)
Workforce planning is the process used to assess the current workforce with the future demand in relation to the organisations strategy and business planning process. A business or service works most effectively when the right people with the right knowledge, skills and abilities are used properly. A good plan will help an organisation with avoiding staff shortages, predicting if there will be a surplus of employees, detailing the training needs and identifying the lack of
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This can be done by being aware of the skills already in the current workforce and using them appropriately, promoting from within and having equal opportunities for training and development for all existing staff to meet the potential needs of a business. By developing a well-trained and flexible workforce, it will contribute to the organisations ability to adapt to a changing environment. This will make staff more motivated in their work, which will improve the quality of service or product offered by the organisation, which will all contribute to the future of the business and also importantly increase profits. This will also retain people as they would be assisting in the career goals for staff. It would also make the organisation more attractive to potential employees if external recruitment is needed, by having an internal development plan.

(B) Identify and explain at least three possible consequences of workforce planning being neglected or carried out inefficiently. Examples should be used to illustrate your points.
“If you fail to plan, you are planning to fail!”(Roy Keane,
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A good workforce plan analyses its existing workforce, but if it’s neglected by a business it can have serious consequences. Especially if the staff is an aging or middle aged workforce. Poor workforce planning will leave a company facing mass retirements and then in turn short of skills. This makes a company or service reactive rather than proactive. Take the GP situation in Ireland for example, we are facing a shortage of General Practitioners in many areas of Ireland due to retirements and emigration of newly qualified doctors as there is no future for them because of poor workforce planning. There are no incentives in place by the HSE to keep the young GPs here as they are only offering temporary roles. According to ICGP Medical Director Dr Margaret O’Riordan (3) (2015) "Unless corrective measures are introduced, the current trends in emigration and retirement will result in fewer GPs to treat patients in rural areas in the next ten years.’’ This shows how serious a problem can get without workforce planning is and is putting the health of rural people at risk, as they will have to travel long distances to visit a
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