Workforce Planning:
Aligning your workforce with your strategic requirements

Building a workforce that can meet your projected operational and strategic requirements is one of the pillars of achieving Peak Performance®. Ensuring the right people in the right position at the right time with the right skills readies your enterprise to:

• Drive program and mission success
• Meet increasing customer and stakeholder demands
• Accommodate change
• Exploit opportunities

Translation: your workforce is a strategic resource. The greater your ability to manage it, the greater its value to your enterprise. SiloSmashers provides workforce management plans that:

• Tactically support your strategic business plans and human capital strategy
• Optimize your ability to marshal, manage and maintain a workforce with the skills and capabilities that Peak Performance® demands
• Ensure a team of high-performing employees
• Gain the flexibility to handle changing, often unexpected requirements

Plan Development and Deployment

SiloSmashers employs a four-part process to develop and deploy a customized workforce management plan for your organization.

Business function analysis. Our development team analyzes your current and future needs with regard to both strategic business plans and human capital strategy. The business function analysis provides foundational data for developing job redesign requirements and job specifications, such as knowledge, skills, abilities, and other requirements.

Skills and knowledge assessment. We assess the skills and knowledge of your workforce, employing a structured assessment process tailored specifically to your organization’s functions and jobs. The assessment examines current job requirements in order to redefine functions and jobs. To provide a historical perspective and identify underlying trends, SiloSmashers works with you to analyze recruitment, retention and turnover data.

Skill gaps analysis and strategies. We identify skill gaps and propose strategies for filling them. This may include a combination of training, redeployment, and recruitment. Our skills gap analysis is based on:

• Current skill shortages
• Transition and retirement scenarios
• New skill requirements to keep pace with business and technology trends

Workforce transition. Applying change management techniques, this final step helps your organization move workers from their current assignments and skill sets to new roles and competencies. To ensure smooth, effective transitions, we identify the impacts of the transition on individual employees. We then equip managers with tools to orient employees to their new job roles and responsibilities. Staff training and professional development can also be integrated into the transition, although they should often take place in advance.