The University of Kent, Canterbury, Kent, CT2 7NZ, T +44 (0)1227 764000
Supporting Workforce Planning
Effective decision-making regarding workforce changes necessitates timely and relevant management information. Workforce Planning aims to create a more strategic and proactive approach to managing our workforce at both School/Department and University level.
The Story So Far
Human Resources, Finance and Information Systems have been cooperating in initial project scoping work that is necessary for the longer term project to develop improved workforce reporting through a new HR/Payroll System. With a view to continuing to develop a more joined up approach to data gathering and reporting, the Higher Education Statistics Agency (HESA) was invited by Human Resources to conduct a training session for HR and staff from a range of departments including Finance, the Planning and Business Information Office and Information Systems in late 2010. Work to support the University’s annual planning process using the resources available with our existing system has already begun in 2011.
In the medium term, workforce planning information will be produced to track staff categories and grades including diversity profiles, staff costs as a % of expenditure, student/staff ratios, turnover, and employment relations case summaries.
In the longer term, HR will work with Schools/Departments to develop People Plans which cover issues such as skills required in the future, critical roles and succession plans, growth/reduction in size, and any other staffing issues that are key to achieving School/Department and University goals.
What’s in it for me?
Better planning will result in staffing changes being managed on a longer term basis, allowing for a more proactive approach. Recruitment can be planned further in advance, and restructuring can be managed through more creative routes to lessen the need for compulsory redundancies.
What are the benefits for the University?
Workforce planning will support the most effective use of the substantial revenue we spend on staffing costs through an improved people planning process and will enable organisational planning to support and strengthen the University in financially challenging times.
For further information please contact: Cindy Vallance/Robert Shine/Steph Klaric