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Whether it's about anticipating future skill needs or ensuring your team is aligned with your strategic goals, choosing the right approach for workforce planning is crucial. You have several options: between SWP (Strategic Workforce Planning) and Skills Management (formerly known as GEPP in some regions), it can be challenging to know which method suits your business best.
In this article, we'll take a closer look at both approaches to help you make an informed decision when necessary.
Strategic Workforce Planning (SWP) is an advanced method designed to align your HR strategy with your company's overall business strategy. The main goal is to effectively manage your workforce by anticipating future skill requirements while ensuring that your staffing levels meet your long-term objectives.
SWP relies on scenario planning and predictive models to evaluate multiple possible futures. This approach helps identify skills at risk within your organisation and allows you to take proactive measures to bridge these gaps. For instance, if your company plans to expand into a new market, SWP will assist you in identifying the necessary skills for success and developing a plan to acquire or nurture those skills.
Skills Management focuses on adapting employees' skills to meet the needs of the business. Unlike SWP, which is more oriented towards global strategy, Skills Management emphasises the management of individual career paths and employee employability.
Skills Management is often viewed as a more operational method, aiming to align employees' skills with the immediate needs of the business. It typically involves a cyclical planning process where the company defines actions needed to adapt skills and workforce levels over time.
SWP is a dynamic and iterative approach. It allows businesses to regularly revise their forecasts based on evolving scenarios. This flexibility is particularly valuable in an environment where changes are rapid and frequent. SWP is more than just a planning exercise; it's a strategic tool for managing skills that enables you to effectively steer your workforce while anticipating future needs.
In contrast, Skills Management tends to follow a more static, cyclical process. While this method is useful for establishing solid foundations, it may be less responsive to rapid market shifts. Skills Management is often better suited to environments where changes are more predictable and the business aims to stabilise its workforce over the long term.
SWP is inherently linked to the overall business strategy. It helps anticipate skills at risk and make decisions based on predictive analyses. This includes identifying critical roles where a skills shortage could harm the business and aligning your remuneration policy with strategic needs. For example, by adjusting salaries to attract and retain talent in strategic areas, SWP helps your business remain competitive.
On the other hand, Skills Management is more focused on the operational side. It primarily deals with adapting the skills of current employees to meet the immediate and future needs of the business. This often involves training and career mobility plans, but with a more limited scope in terms of long-term strategic forecasting.
Responsiveness is another strength of SWP. Thanks to its iterative nature, SWP allows for quick adjustments in staffing and skills according to new market demands or technological advancements. By also integrating remuneration policies within the Workforce Planning framework, SWP offers additional flexibility to align compensation with strategic goals, which is essential for attracting and retaining key talent.
Skills Management, due to its more rigid structure, offers less flexibility. Adjustments are slower and may not effectively respond to sudden or unexpected business needs. This method is better suited for companies looking to stabilise their workforce rather than quickly adapt to change.
SWP offers great adaptability, a vital asset in a world where markets are rapidly evolving. By anticipating future skill needs and aligning your remuneration policy with strategic requirements, SWP helps businesses stay competitive and manage skills at risk. This proactive approach ensures that your business always has the necessary talent to meet its long-term goals.
However, implementing SWP can be complex and requires significant resources, including time and expertise in modelling. Additionally, SWP demands constant monitoring and revision, which can represent a considerable commitment for some businesses.
Skills Management provides a structured framework that appeals to businesses focused on talent development and improving employee employability. It can enhance stability and satisfaction within the company.
However, Skills Management is often perceived as rigid and administrative. Its cyclical process can make it challenging to adapt quickly to change, limiting its effectiveness in dynamic environments. Furthermore, its operational focus may not be sufficient to align skills with long-term strategic objectives.
Deciding between SWP and Skills Management largely depends on the nature of your business and its strategic needs.
If your business operates in a fast-changing sector with specific skill needs that can frequently evolve, SWP is likely the better option. By adopting SWP, you'll not only anticipate these changes but also adjust your remuneration policy accordingly, ensuring that you attract and retain the necessary talent.
On the other hand, if your business operates in a more stable environment and you're looking to reinforce internal stability while developing individual skills, Skills Management may better suit your needs. It allows you to manage your employees' career paths more effectively and in a structured manner.
Whether you opt for SWP or Skills Management, it's important to choose an approach that fits your company's unique needs. SWP offers valuable flexibility and responsiveness in a constantly evolving environment, while Skills Management provides a solid structure for long-term skills development.
In any case, a strategic approach to human resources management, well-aligned with business objectives, is essential for ensuring your company's success and sustainability. By integrating elements like remuneration policy and anticipating skills at risk, you can ensure your business is well-prepared to meet future challenges.