|Phase||Description of activities||Deliverable (s)|
During this phase the following activities take place:
An approved business case and project plan.
An informed project team and stakeholders
|Creating context||During this phase we analyse the organisation’s strategy and future plans so that we can identify the requirements for the future in terms of number of people, as well as the competencies required in now and in the future. This phase entails the analysis of all strategic documentation, interviews with key stakeholders, as well as some focus groups.||
A clear idea of the workforce requirements to achieve current and future strategy
|Understanding the current internal and external workforce||
During this phase we analyse in detail:
This phase entails the generation and interpretation of various reports from the HRIS system and other sources of internal data. It also entails research in terms of the external market.
A document specifying the current status of the internal, as well as external workforce
During this phase we do some forecasting regarding the demand and supply of:
||A documented picture of the forecasted supply and demand regarding the internal and external workforce,|
|Gap analysis||During this phase we analyse the real and forecasted gaps between supply and demand of the workforce to identify either a surplus or a shortage of staff.||A description of the anticipated shortfalls and/or surplus of staff in the selected talent segments/unit (numbers as well as competencies)|
|Develop workforce strategies||During this phase strategies are designed to deal with the identified gaps and to formalize the workforce plan. This phase entails presentations to and planning sessions with relevant stakeholders||An approved, documented workforce plan|
|Implement, monitor and evaluate workforce plan||During this phase the client implements the agreed on workforce plan, according to project management principles.||An implemented workforce pl|