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The role of HR policies in workforce planning is, of course, essential. In the face of great change, HR policies must be progressive, enabling and aligned with organisational development. In the social services sector it is vital that HR supports the workforce with the implementation of policies that both enhance the working conditions of employees and enable career progression and skills development.
The best examples of this involve HR staff going out, listening and asking staff to talk about their experiences, their work and their lives. This type of highly visible, enabling approach to HR is hugely important.
A number of frameworks and information exist relating to HR policies. Here is a selection.
- HR policies should reflect the organisation’s values and define the parameters that limit decision making and action. These limits will also close down options. For example, a commitment to equality of opportunity will preclude giving preferential treatment to certain individuals.
- Typically there will be a number of processes, systems and procedures designed to put the policies into action and provide the means of monitoring progress.
- There should be a direct connection between the workforce plan and approaches taken to the other aspects of people management and development, and to recruitment and promotion. The Institute of Employment Studies recognises this in its report ‘The HR agenda for 2010’ which outlines how HR needs to transform for the future. The report stresses the importance of integrating policies so they work.
Source: Educational Competencies Consortium (2010) ‘Workforce Planning: A Practical Guide’
Chartered Institute of Personnel and Development CIPD (2010) ‘Workforce Planning: Right People, Right Time, Right Skills’.
The Government of Western Australia offer a useful framework for their local for establishing local priorities and to link this information to operational functions.
Planning for the future by the Scottish Social Services Council is licensed under a Creative Commons Attribution 4.0 International License. Based on a work at http://learn.sssc.uk.com.