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Questions and Answers
What is the main focus of workforce planning according to SABPP (2014)?
What is the main focus of workforce planning according to SABPP (2014)?
What is the purpose of a workforce plan according to SABPP (2014)?
What is the purpose of a workforce plan according to SABPP (2014)?
What does the workforce plan set out according to SABPP (2014)?
What does the workforce plan set out according to SABPP (2014)?
According to SABPP (2014), what is the primary goal of workforce planning?
According to SABPP (2014), what is the primary goal of workforce planning?
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As per SABPP (2014), what does workforce planning involve?
As per SABPP (2014), what does workforce planning involve?
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According to SABPP (2014), what does the workforce plan aim to achieve?
According to SABPP (2014), what does the workforce plan aim to achieve?
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Study Notes
Workforce Planning
- Main focus of workforce planning: ensuring the organization has the right people, with the right skills, in the right place, at the right time
Purpose of a Workforce Plan
- To ensure the organization has the necessary skills and competencies to achieve its objectives
Components of a Workforce Plan
- Sets out the organization's current and future workforce requirements
- Identifies gaps between current and future requirements
- Outlines strategies to address these gaps
Primary Goal of Workforce Planning
- To ensure the organization has the capabilities necessary to achieve its strategic objectives
Workforce Planning Involves
- Forecasting future workforce requirements
- Identifying and addressing workforce gaps and risks
- Developing strategies to close skills gaps and mitigate risks
Aims of a Workforce Plan
- To ensure the organization has the necessary skills and competencies to achieve its strategic objectives
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Description
Test your knowledge of workforce planning with this quiz. Covering topics such as systematic identification of organizational workforce needs, analysis, and the creation of a workforce plan to ensure sustainable organizational capability.
