Workforce planning

Workforce planning is the process of aligning the workforce with Charles Sturt's operational and strategic objectives. This means making sure we have the right number of people with the right skills and capabilities in place and available at the right time.

  • The importance of workforce planning

    Effective workforce planning will help Charles Sturt:

    • achieve its strategic objectives and respond more quickly to change
    • better identify and management workforce risk
    • improve the link between people expenditure and business outcomes.

    Workforce planning will help managers:

    • recruit and develop people to meet future needs
    • manage staffing levels and costs
    • identify staff development needs
    • identify and rectify skill imbalances early
    • identify future surplus capability, with early management of risk through natural attrition, retraining and redeployment
    • plan for new/emerging job roles.
  • The workforce planning process

    Workforce planning typically involves:

    • clarifying future operational and/or strategic objectives
    • identifying the internal and external environmental factors that could impact delivery of identified objectives
    • assessing the impact of objectives and environmental factors on staffing requirements
    • analysing the current workforce
    • identifying any gaps between current workforce and future requirements
    • developing actions to address identified gaps/opportunities
    • implementing actions
    • regular review
  • Timing

    Generally, workforce planning will be aligned to your regular planning cycle and time horizon. However, there may be times where workforce planning is needed in response to a significant event

  • Who's involved

    Leaders and managers who do strategic or operational planning are responsible for making sure they have the right people in place to deliver objectives. Workforce planning is best undertaken with senior team members, with the aim of:

    • providing a broad range of insights
    • creating a sense of ownership
    • building sustainable planning capability.
  • Support

    Your Business Partner is available to provide advice and guidance in undertaking workforce planning and developing actions.

  • Job families

    We currently segment the workforce in a variety of ways to help us with internal planning and as a requirement of external reporting.

    These include, for example,segmentation by:

    • organisational unit
    • position classification levels
    • work function
    • research discipline
    • other employee demographic information.

    To build our planning capability further we are introducing concept of job families. Our workforce is grouped into six job families.