Holan Group was engaged to uplift the workforce planning capability of the regulatory and intelligence functions within a large Federal Government agency, developing a strategic workforce plan and supporting divisional action plans.
Approach
A senior team of two HR and workforce specialists was engaged to support the agency, selected for their deep experience in workforce planning across intelligence and regulatory agencies. Support included:
- Program management of the delivery team to ensure timeframes were met
- Advice on the development of the plans, including contents, approach, consultation and engagement
- Support with senior executive consultation through meetings with each branch
- Advice on the ongoing monitoring, reporting and evaluation of the plans
- Support to conduct scenario planning and analyse the outcomes
- Horizon-scan analysis to understand future workforce impacts
- Support to draft, review and consult on the strategic workforce plan and divisional action plans
Outcome
The strategic workforce plan was delivered on time with deep consultation across executives and business areas, and the divisional action plans were delivered with a detailed consultation and development plan in place. The plan was endorsed at the executive committee and received positively by senior executives.
The project also strengthened the agency’s reputation as an employer of choice, improving its ability to attract individuals who will make a real difference to Australia’s national security.
Frequently asked questions
What is workforce planning?
It is the process of aligning an organisation’s workforce capability with its strategic goals and ensuring the right people, skills and structures are in place now and into the future.
Why is it important?
Workforce planning helps anticipate skill gaps, manage succession risks, and ensure investments in people are targeted, sustainable and value-for-money.
What does it typically include?
It covers analysis of workforce supply and demand, scenario modelling, capability mapping, and practical action plans to close identified gaps.
How is success measured?
Success is demonstrated through improved workforce agility, reduced turnover, increased role readiness, and alignment between staffing levels and business priorities.
What are the key enablers?
Strong data, leadership buy-in, collaboration between HR and operations, and integration with budget and business planning processes are critical.
