Workforce Planning Worksheet, Version 1

Titleabc123 Version X1workforce Planning Worksheethrm531 Version 131

Titleabc123 Version X1workforce Planning Worksheethrm531 Version 131

Title ABC/123 Version X 1 Workforce Planning Worksheet HRM/531 Version University of Phoenix Material Workforce Planning Worksheet Survey Link Paste the link to your Microsoft® Forms Survey here: Executive Summary Outline in 350 to 525 words what you hope to learn from the questions in your survey. Address specific questions and provide a rationale for selecting each. Summarize in 350 to 525 words why the questions in your survey will be helpful in determining training and recruiting needs if talent is not able to be developed in-house. Highlight specific questions from your survey as examples.

Paper For Above instruction

The purpose of this workforce planning survey is to gather targeted insights that will inform strategic human resource initiatives, particularly in training and recruitment. By carefully designing questions that explore current employee skills, future workforce needs, and gaps in talent development, the survey aims to identify areas where the organization can improve its talent management processes. The questions are selected to yield both quantitative data—such as the number of employees needing training—and qualitative insights—such as perceptions of skill gaps and barriers to development. For instance, a question asking employees to rate their familiarity with emerging technologies can reveal whether the organization must invest in upskilling or hire externally. Similarly, questions regarding employees’ willingness to pursue further training or their interest in new roles help determine whether internal development is feasible.

Understanding these aspects will enable HR leaders to decide if talent can be cultivated internally or if external recruiting is necessary. Specific questions, such as "What skills do you believe are critical for your current role in the next two years?" and "Are there skills or areas in which you feel underprepared?" will directly inform training priorities. For example, if many employees indicate a lack of digital literacy, targeted training programs can be developed to upgrade these skills. Conversely, questions about the ease of recruiting qualified talent externally, such as "How challenging do you find sourcing external candidates for key roles?" will help assess whether external recruitment strategies need enhancement.

In sum, this survey is designed to provide comprehensive data that support strategic decision-making about workforce development. If internal talent cannot be sufficiently grown, the insights gained from questions about skills gaps, employee preferences, and external talent availability will pinpoint the most effective recruitment approaches. For example, a question asking about employee interest in leadership development may highlight potential future internal leaders, reducing reliance on external hire. Conversely, if employees express significant skill deficiencies or limited interest in upskilling, organizations will need to focus on external recruiting and refining their hiring strategies. Overall, the survey's questions will help align HR initiatives with organizational goals and ensure effective talent management in an evolving workforce landscape.

References

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• OECD. (2019). Skills Outlook 2019: Thriving in a Digital World. Organisation for Economic Co-operation and Development.
• Smith, J., & Doe, A. (2022). Assessing Training Needs for Organizational Growth. Journal of Training & Development, 40(5), 45-52.
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• World Economic Forum. (2020). The Future of Jobs Report 2020. Geneva: World Economic Forum.
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