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Human Resource Planning and Management The goal of human resource planning is to identify and retain competent, motivated people to help fulfill the organization's mission and meet strategic goals. Human resource planning encompasses many services, including workforce planning, succession planning, workforce development, and leadership development. It can also include specific action planning or technical support around hiring, retention, attrition, training, career paths, and compensation.

Tools and techniques used to help with human resource planning include environmental scanning, futures analysis, job task analysis, competency analysis, requirements analysis, and modeling techniques. QED's consultants have extensive experience in all aspects of human resource planning. We achieve measurable success in helping organizations maximize their outcomes.

Our Approach. QED's approach to human resource planning begins with understanding the organization and its "people issues". We do that by working with staff to define the organization's future operating environment. Major considerations are demographic trends, technology changes, economic factors, and other marketplace trends. Depending on the planning timeline and level of uncertainty, we may construct multiple scenarios to define the range of likely change. We use scenarios to project the number of people, competencies, and culture that will be required for the organization's future success. We then describe, rather than calculate, the gap between the existing workforce and the required future workforce. The concept of precision in this "gap analysis" is tantalizingly deceptive. Achieving consensus by key decision-makers on direction, and subsequent actions, is far more important than generating precise numbers.

The next major step is to define the impact, costs, benefits and risks associated with making the necessary changes to prepare staff for the future. It is crucial to have a realistic outlook, especially with regard to cost, before committing to initiatives that will create organizational change. It is equally important to effectively communicate the need for, and direction of, change to middle managers who are critical for successful implementation.

Finally, implementation planning and execution must include contingency planning, regular progress reviews, and communication by senior leadership to continually emphasize the importance of change and motivate those entrusted with managing implementation.

Contact Us. QED Consulting welcomes the opportunity to discuss your human resource issues and planning needs. For a free initial consultation, please contact our principal, Doug Rachford at (703) 525-5333 ext. 1113 (drachford@qedllc.com).