Creating a comprehensive workforce strategy is necessary for many reasons. Not only does it establish a foundation on which to build a company’s vision, but it also increases the likelihood of faster, bolder, and more innovative ideas and results.
A comprehensive workforce strategy forces a company to completely define problems and look at them from all perspectives before coming up with a solution. It also incorporates intentional change management techniques that work to boost the odds of success.
The two key components in creating a comprehensive workforce strategy are a clear definition of the idea (the vision) and a blueprint for how to get there (the plan).
Additionally, there are three phases when it comes to constructing a strategy: the pre-hire, hire, and post-hire phases.
The Pre-Hire Phase
In the pre-hire phase, the goal is to attract more people and create awareness of the opportunities in the industry.
The pre-hire phase should revolve around what it will take to attract more people to the industry. This can range from industry image/attractiveness to stakeholder value. It could also be a matter of drawing from all potential pools of talent, preparing a skilled workforce, and shifting potential workforce members from an awareness to a desire mindset.
The Hire Phase
The hire phase is when people start to obtain awareness of the company and its opportunities by getting them in the door. Individuals can advance through the hiring process and complete on-boarding and orientation during this phase.
During the hire phase, consider the awareness of available careers and opportunities as well as the ease of getting into the industry or company. An effective hiring process, onboarding, and orientation should be considered, along with the employer brand and employee value proposition.
The Post-Hire Phase
The post-hire phase happens after on-boarding and orientation, when the company retains these individuals, and they go through the lifecycle of employment.
Post-hire phase considerations include growth and development plans, clear career paths, and the individual’s connection to the company and its values. It's important to think of ways to keep the business thriving to retain talent and have an engaged workforce. Strong and effective leadership at each level as well as initial and ongoing training and skill building are some of the factors to keep in mind during the post-hire phase.
This article uses information from a webinar done by Tina Nazier - Director, National Construction and Real Estate Organizational Performance Leader, Wipli LLP. As a leader in Wipfli’s Organizational Performance team, Tina Nazier focuses her talent in helping clients effectively address their strategic, people, and operational challenges. Drawing on more than 25 years of experience in strategy, leadership, professional coaching, organizational and cultural development, succession planning, change management and performance improvement, she helps executives overcome the major issues that create roadblocks to reaching their full potential.