Description
Part 1
As a human resources consultant, respond to the following:
- What challenges might HR professionals experience when they engage with senior leaders and middle managers on what workforce planning is and how it can influence hiring, promoting, and employee development opportunities in the future?
- What are the benefits of workforce planning in terms of having a dynamic workforce that is prepared for short-term, mid-term, and potential long-term shifts in specific occupational markets?
- How might metrics and dashboards contribute to workforce planning activities?
Part 2
As a human resources consultant, respond to the following:
- How can workforce development staff predict either shortages or overages among highly populated occupations in the organization?
- How can workforce development staff work with HR professionals working in recruitment and retention to address shortfalls in mid-career technical and managerial roles that lack a pool of internal candidates?
3-4 paragraphs each par
Explanation & Answer
Attached.
OUTLINE
1. INTRODUCTION
2. BODY
3. CONCLUSION
4. REFERENCE
Running Head: WORKFORCE PLANNING
Workforce Planning
Name
Institutional Affiliation
Instructor
Date
WORKFORCE PLANNING
2
Part 1
Challenges facing the HR professionals upon engaging middle and senior managers on
workforce planning
Within an organizational setting, the Human Resource affiliated professional often
encounter a significant amount of setbacks. Such stances often manifest themselves during the
occasions when they are dealing with both the middle and top-level managers. These challenges
may be in the form of the following criterions.
Many at times managers higher in the ranks fail to own their understanding of the
attributes that do affiliate with the workforce planning measures which are to undergo execution.
In their defense, some of them retort that workforce planning always falls under the jurisdiction
of the human resource fraternity (De Bruecker et al., 2015). Furthermore, during the past when
workforce planning-oriented decisions had to be made, there were no traces of top-level along
with the line managers.
The art of engaging in strategic workforce planning is a vital undertaking that requires
ideal alignment with the guiding business plan. Thus such fundamental decision-making
situations call for a complete involvement of all the available stakeholders, and this demands the
commencement of appropriate communication between the existing departments. Nonetheless,
there is a habitually amount of challenge faced by the low-leveled human resource professionals
in tha...
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