[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n
Strategic Workforce Planning (SWP) is still a relatively new activity for Human Resources Departments, even though it represents a real necessity for organizations and a great opportunity for HR Directors.<\/p>\n
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Strategic Workforce Planning<\/strong>(SWP<\/strong>) is a method of projecting jobs, skills and associated costs over the long term once a need has been identified and without legal constraints. Depending on the maturity of the company, it is possible to apply it on a defined perimeter (BU\/department, team impacted by a project) or for the whole organization if necessary. Thanks to this method, it is possible to set up action plans allowing the accompaniment of the employees towards new competences<\/strong>. In order to succeed in the long term, it is necessary to consider the 3 axes structuring the SWP<\/strong>:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.19.4″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n The Strategic Workforce Planning<\/strong> process is deployed in the corporate organization. This powerful tool is used to mobilize strategic issues<\/strong> by including the human and financial aspects. The SWP<\/strong> allows to analyze the strategic objectives, to anticipate the stakes and to plan the quantitative and qualitative HR needs<\/strong> at the global level (collective) and according to the projected turnover. It can focus only on specific areas, targeted according to the business transformation needs (geographical, functional). It is not legally binding, so by its very nature, it remains a more agile tool. The SWP is a strategic tool for anticipating human capital<\/strong> in the service of global strategy and business challenges.<\/p>\n Job and career management(GEPP, formerly GPEC<\/strong>) is an HR approach that optimizes knowledge of jobs and talent management. This process consists of applying consistent measures and monitoring their evolution. PPIM tools<\/strong> are primarily focused at the individual level. Thus, Strategic Workforce Planning<\/strong>, which takes place upstream, allows for the implementation at the individual level. Quantitative projections, on the other hand, are limited, making it difficult to anticipate short- and long-term business issues.<\/p>\n The SWP approach<\/strong> addresses needs as complex as PPIM<\/strong>. It offers broader perspectives, especially on the human side. Its use brings added value, thanks to methods centered on the various activities of the company.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.19.4″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n The introduction of the SWP<\/strong> into a company’s organization raises some questions. Some sensitive jobs may change or disappear. The digital transformation has already replaced some jobs by machines via the automation of certain tasks or the implementation of self-service to consumers (automatic checkouts, mobile applications, robot, industrial revolution …). This requires a reorganization of human capital<\/strong> to ensure that we evolve in a high-performance organization. It is a question of acting upstream on the development of the skills of employees<\/strong> who work in a sensitive trade to find them a new job. Emerging professions need to be anticipated by strategic plans<\/strong> for the future. The HR function must therefore plan career paths and training for employees who will have to reorient themselves.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.19.4″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n In a context where changes follow one another, it is necessary to use tools that adapt to the rapid evolution of the market. In addition, given the acceleration of technological developments, the HR challenges<\/strong> are significant. This requires anticipating organizational changes and available resources, while considering emerging skills and professions. In order to become an essential strategic partner<\/strong> in the organization’s strategy<\/strong>, it is necessary to anticipate its human capital<\/strong>. The SWP<\/strong> enables us to define strategic objectives while taking advantage of future developments.<\/p>\n Organizational issues encompass various elements, such as:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.19.4″ global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||5%||false|false”]<\/p>\n In conclusion, it’s about understanding current and future skill needs, planning for the acquisition and development of those skills, and putting workforce management processes in place to ensure you have the right people in the right jobs at the right time.<\/p>\n The SWP<\/strong> is therefore an agile approach, allowing the HR function to become an essential strategic partner<\/strong> in building a strategy<\/strong> for the organization. <\/p>\n At SQORUS, we work with our clients on a variety of issues, including strategic human resources planning<\/strong>. Do not hesitate to contact us to discuss this with our experts.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” _builder_version=”4.27.0″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Data-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||3%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25038″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” 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Mais quels sont les enjeux pour les organisations ?<\/p>\n","protected":false},"author":27,"featured_media":6437,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[407,516,522],"tags":[],"metiers":[226],"sujet":[217],"class_list":["post-8971","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-strategy-transformation","category-strategic-workforce-planning-en","category-talent-management","metiers-hr","sujet-advisory-en"],"acf":[],"yoast_head":"\n\n
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What are the differences between SWP and PPIM (formerly GPEC)?<\/h2>\n
What are the challenges of Strategic Workforce Planning for an optimal organization?<\/h2>\n
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What are the challenges of Strategic Workforce Planning for an optimal organization?<\/h2>\n
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Conclusion on the challenges of Strategic Workforce Planning<\/h2>\n
How can you optimize your HR data?<\/h2>\n
Also read in our “HR Data” feature:<\/h3>\n
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A project? A request?A question?<\/h2>\n