Workforce planning is a systematic, proactive process, which aligns strategic planning, human capital and budgeting to meet organizational goals and objectives through:
- Forecasting mission critical talent needs
- Analyzing current workforce and talent supply
- Developing, implementing and evaluating strategies to close gaps
Workforce Planning Considerations
- Competency - Any measurable and observable characteristic, such as knowledge, skills, abilities, traits and behaviors that contribute to successful job performance in a specific role or occupation.
- Staffing - Know your organization's business needs, current and projected. Determine whether you have enough of the right people in place to accomplish your mission and objectives.
- Diversity - Evident (e.g., gender, race, ethnicity, physical ability, age) and underlying (e.g., education, work experience, tenure, culture).
Each agency shall develop a workforce plan as a component of the strategic plan, as required by Georgia Code, Section 45-12-177.
Succession Planning is a systematic process of identifying and developing candidates for key leadership and professional positions in an organization. These "high potential" candidates must be carefully selected and trained to develop the skills and competencies needed for organizational success.