When will your organization turn speculation about the benefits of SWP into actions
and tangible outcomes?
Adopting a model for strategic workforce management is a major undertaking for any
organisation. It requires careful planning and intricately aligning business objectives with stakeholder priorities—within and outside the organisation.
Yet SWP holds great rewards for businesses intent on securing key workforce resources to support their strategic priorities, reduce risk and grow competitive advantage in future.
If you’re intent on establishing SWP in your business, we recommend you follow these four core steps:
1. Start small – the secret to successfully creating a strategic workforce capability in your business is to focus on the
2. Articulate your goals – gauging current capabilities, considering future goals, and engaging leaders and partners with a compelling strategic statement will help you garner core support for a strategic workforce pilot.
3. Segment roles and resources – by segmenting roles and resources according to strategic priorities, worker capabilities and psychographics, and integrating internal and external priorities with HR processes, you can begin to align existing workforce capabilities with strategic priorities.
4. Measure the results – apply workforce analytics to build a platform for EBHR, and use key success metrics to support a business case for SWP in other parts of the organisation.
Carefully targeted communication is key throughout this process—whether you’re clarifying strategic goals and aligning them with business priorities, or implementing new people-management frameworks and demonstrating ROI. By communicating and sharing key details throughout the project, you can establish a groundswell for SWP that will ultimately support the business’s competitiveness and help mitigate risk in future.
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