HR Society

Question one: Our data on current establishment, turnover and vacancies:

are regarded as robust by all the key stakeholders
are adequate but have some gaps
are inconsistent and inadequate for planning purposes.
Select one answer only.


Question two: Our employees are categorised for workforce planning purposes:

by job families based on labour markets
by organisational department and/or grade
we have no consistent approach.
Select one answer only.


Question three: We plan our workforce:

three years to five years ahead
two years ahead
within this budget period only.
Select one answer only.


Question four: Our plan for future demand is:

based on the requirements of the business plan
based on managers' estimates
an extrapolation from where we are now
Select one answer only.


Question five: Our plan for future demand:

utilises scenario planning for political or market uncertainties
assumes the business plan will just happen.
Select one answer only.


Question six: Our plan for future demand:

utilises productivity ratios and takes into account expected productivity changes such as the impact of technology and changes in working processes
is based on the expectation that somehow productivity will improve
assumes that productivity will not change.
Select one answer only.


Question seven: Our plan for future demand:

involves changes in staff roles and balance between different levels of staff groups (skill mix changes)
does not involve any significant changes in staff roles or the balance between different staff groups.
Select one answer only.


Question eight: Our supply plan:

is based on an agreed strategic approach to the balance of full-time, part-time and temporary staff
is based on FTE's only.
Select one answer only.


Question nine: When we analyse internal and external supply our approach to gaps between supply and demand is:

to develop long term resourcing strategies either internally or externally to close the gaps
to hope for the best.
Select one answer only.


Question ten: Our workforce plan:

is discussed at board/executive level and regarded as an essential strategic planning tool
is discussed below the level of the top team and regarded as a valuable exercise
is mainly for the benefit of HR, but we are trying to raise its profile.
Select one answer only.


Question eleven: Implementing our plan:

Our plan feeds directly into appropriate resourcing/retention/redeployment actions, is used as a base for salary, training and recruitment plans, and is jointly owned by HR and the line.
Our plan is just used by HR for recruitment.
Our plan sits in an office and does not lead to any action.
Select one answer only.


 

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