9609 · 2.1.2
Workforce planning flashcards
Revision flashcards for Cambridge 9609 Workforce planning (syllabus 2.1.2). Flip, recall, then mark a real past-paper question.
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What is workforce planning?
The process of ensuring a business has the right number of people with the right skills in the right jobs at the right time to achieve its objectives.
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What is a workforce audit?
A systematic review and analysis of an organisation's existing employees, assessing their numbers, skills, qualifications, experience, and age profile. It provides the baseline for workforce planning.
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What is a workforce gap analysis?
The process of comparing the forecast demand for labour with the forecast supply of labour to identify any surplus (too many staff) or deficit (not enough staff).
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What are two actions to manage a workforce deficit (shortage)?
1. External recruitment to bring in new employees. 2. Training and upskilling existing staff to fill new roles.
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What are two actions to manage a workforce surplus (oversupply)?
1. A hiring freeze or natural wastage (not replacing staff who leave). 2. Offering voluntary redundancy or early retirement packages.
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How does an ageing workforce impact workforce planning?
It signals a future loss of skills and experience through retirement. Planning must include succession planning, knowledge transfer programmes, and potentially recruiting younger workers.
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How does technological change influence workforce demand forecasting?
Technological change can decrease demand for certain roles through automation, but it can also increase demand for new, highly-skilled roles (e.g., data analysts, AI specialists). It changes both the number and type of employees needed.
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How does corporate strategy link to workforce planning?
The business's strategic objectives (e.g., expansion, cost-cutting, innovation) directly determine the future demand for labour. The workforce plan is designed to support and enable the achievement of these objectives.
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Define 'workforce gap'.
The difference between the forecast demand for labour and the forecast supply of labour. It can be a surplus (more staff than needed) or a deficit (fewer staff than needed).
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Distinguish between internal and external supply of labour.
Internal supply refers to existing employees who can fill future vacancies (e.g., through promotion or redeployment). External supply refers to the availability of potential employees from outside the organisation.
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What is the main purpose of an HR action plan in workforce planning?
To outline the specific strategies and steps the business will take to close a workforce gap, whether it is a surplus or a deficit. It translates the analysis into concrete actions like recruitment or redundancy.
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What is labour turnover?
The rate at which employees leave an organisation over a period of time. It is a key factor in forecasting internal labour supply.
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What is redeployment?
The process of moving employees from one job or department to another within the same organisation, often as an alternative to redundancy when a role is no longer needed.