Developing a Strategic Plan for the Workforce of the Future - Exeter (two day programme,MUST ATTEND BOTH DATES - 9 Jan 2017 and 10 Jan 2017)

Developing a strategic plan for the workforce of the future

The NHS workforce – an estimated 1.4 million people1 – is the primary driver of future health costs. The economic and demographic challenges facing the health system in England are intensely felt by the health care workforce delivering services on the front line. Given that around 70 per cent of recurring NHS provider costs relate to staffing, and that the NHS is one of the world’s largest employers, it is vital that the service invests in making the best use of staff to ensure they can deliver the care required by patients into the future. Focusing attention on this workforce is essential to addressing cost pressures and the delivery of future care models such as those outlined in the NHS five year forward view (Forward View) (NHS England et al 2014).

CIPD have been asked to provide professional expertise on workforce planning through the delivery of a workshop for The South West Leadership Academy. The programme will enable anyone interested in Workforce Planning to explore options and to understand what they can do to help build this important capability. Some of the participants will already be working with workforce planning tools and others may be quite new to it. The workshop could provide an environment where participants can explore how to improve their offer to the area they advise.

By the end of the course you will be able to:

• Understand the key elements of business strategy and where workforce planning fits

• Explore various tools and techniques applicable to workforce planning
• Practice the application of techniques in exercises and case studies
• Develop an action plan to improve the attraction and retention of key talent

• Confidently participate in the business planning process and use tools to conduct a ‘future look’ exercise

• Construct and implement workforce plans.

Exploring strategy

• Exploring key concepts in strategic planning
• Ensuring our actions align with the organisations’ strategy
• Assessing organisations’ talent needs and clarifying strategic priorities

The Flexible organisation

• Research into what companies are doing to increase flexibility
• Workforce planning to create a flexible organisation

Identifying opportunities for adding value

• How to deliver significant improvements in key areas.

Basics of workforce planning

The planning process – demand and supply

Demand planning

• Case study exercise: The workshop
• Linking business plans to workforce plans
• Exercises to consider the environment for planning and the ways of linking them
• Case study - Texology call centre

Review of day 1

Employee engagement and talent retention

• Exercise in measuring attrition and improving retention
• The three pillars for effective engagement of the best people

Supply planning

• Understanding the labour market and unexploited sources of good people
• Cohort analysis and other tactics to better map the supply of people
• Analysing and managing career structures
• Case study - Zanta

Managing growth and decline

• Succession planning, talent pools and the talent pipelines
• Promotion rates and career paths
• Foundations for effective succession planning
• Assessments of potential and performance
  • Case study

Constructing the workforce plan

• Using the template for implementation and action plans.