Elements describe the essential outcomes
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the range of conditions section.
1. Conduct workforce analysis
1.1 Conduct in-depth analysis of current workforce practices, numbers, deployment, diversity and competencies to provide a baseline for workforce planning and management.
1.2 Analyse workforce data and benchmark when required against comparable data, identify trends and suggest interventions to address developments that do not support the organisation’s strategic or business directions.
1.3 Undertake labour market and industry analysis to identify factors and trends that may impact on the organisation and the implications of these for workforce planning and management.
1.4 Use scenario planning or other forecasting tools to predict and assess likely futures for the organisation with their associated implications and risks.
1.5 Present the results of workforce analysis in objective and unbiased terms and in a form and language to suit the intended audience.
1.6 Ensure that the results of workforce analysis concerning future workforce requirements are included in decision-making processes.
2. Contribute to workforce planning
2.1 Provide information and advice to managers on all aspects of workforce planning.
2.2 Develop and/or provide workforce planning tools to managers, and give assistance in their use.
2.3 Develop and suggest solutions for current and future workforce planning and management issues.
2.4 Provide consultancy services to develop the human resource aspects of organisational and business unit plans to ensure the right numbers of appropriately diverse and skilled staff are available for future needs.
2.5 Assist managers to question current work practices and structures and prepare workforce plans.
3. Assist with succession management
3.1 Communicate the critical role of succession planning in managing the organisation’s intellectual capital to managers and staff.
3.2 Develop a succession management strategy and identify candidate pools for imminent and longer term future vacancies.
3.3 Develop and agree on succession processes and the succession management strategy.
3.4 Use the results of workforce analysis and planning to assist managers to undertake succession planning.