Workforce Planning Consulting

At the simplest level, workforce planning is about getting the right number of people withthe right skills in the right jobs at the right time.

Our workforce planning tools consist of the following services:

  • Workforce Training Plan
  • Workforce Action Plan
  • Placement into training.

Workforce planning assists organisations and managers plan for the future, anticipate change, manage the workforce and meet business goals. It provides a framework for making workforce decisions that align with meeting the strategic goals of the organisation. Workforce planning identifies how future staffing and skill needs will be met (ie. via recruiting, development, internal deployment, recruitment, succession planning, etc). This ensures that planning is proactive and talent surpluses and shortages are avoided.

OLA can assist you with:

  • Understanding your organisation’s strategic direction and its impact on the workforce;
  • Analysing your current and future workforce needs and competencies;
  • Analysing the gap between your current and future workplace needs;
  • Developing strategies to address workforce gaps;
  • Implementing strategies to align the workforce with future business needs; and
  • Evaluating the success of the workforce planning strategies in meeting objectives.
  • Understanding your businesses relationship with the national skills shortage or at risk occupations, and how these jobs are likely to be affected by globalisation.

Often workplace planning is undertaken in response to a skills or labour shortage.

Skill shortage can mean that there are not enough skilled people to fill the demand. A level 1 Skills Shortage means that the long training time to acquire the skills, limits the opportunity to acquire skills. A Level 2 Skill Shortage means there are few people with the essential skills who are not already using them, but there is a short training time to develop the skills.

Labour shortage can come from skills mismatch where there are sufficient people who have the essential technical skills, but they are not willing to apply for the vacancies under current conditions. Or through a quality gap where there are sufficient people with the essential technical skills who are willing to apply for the vacancies, but they lack some qualities that employers consider important.

OLA recognises how difficult it has been for businesses to place pressure on training providers to update delivery content and provide more flexible, workplace appropriate training that contributes to individual workplace productivity. OLA will negotiate flexible approaches to your specific workforce requirements and provide you with a number of training options as you seek value for money