As Analysis Career (Analiz Kariyer) , under the title of an employment agency, we offer a comprehensive service in the documentation and application aspects of workforce planning to establish the human resources system in your company. In the scope of workforce planning, we identify the workforce needs through meetings with company officials. Then, we conduct job analyses based on the data obtained to shape the organizational structure for conducting the right recruitment activities.
For companies that already have a human resources system but aim to achieve functional efficiency, we also have business solutions. In such cases, we first identify the areas that need improvement in the HR department of the company, and then implement targeted solutions through collaboration.
Our workforce planning consultancy consists of the following stages:
1.Determining Business Strategy
- Designing Human Resources Policies:
– Determining Business Strategy:
Workforce planning is the process of determining and managing the human resources required for an organization to achieve its goals. The business strategy forms the foundation of workforce planning as it defines the human resources needed by the company to meet its strategic objectives. In the consultancy for workforce planning, the focus during the stage of determining business strategy can be on the following content.
Setting Business Objectives: Collaborating with the business management to determine the long-term goals and strategic focal points of the company. These objectives may cover aspects such as growth, increasing market share, international expansion, or cost reduction.
- Analysis of Business Strategy: The business strategy is evaluated by considering the current situation analysis and future market trends. The strengths, weaknesses, opportunities, and threats (SWOT analysis) of the business are identified. This analysis helps to better understand the human resources needs of the company.
Identifying Human Resource Needs: The competencies, experiences, and qualifications required to achieve the business strategy are determined. Workforce planning creates a strategic plan by identifying the gap between the current employees and the future employment needs to address the deficiencies.
Talent Pool: The current employees and talent pool are evaluated. Talents, leadership potential, and those open to development, which can support the success of the business strategy, are identified. This analysis helps to utilize internal talent and address deficiencies through recruitment.
Recruitment Strategy: The recruitment process is planned in line with the business strategy. Recruitment strategies and resources to attract the most suitable candidates for the business needs are determined. Various sources, such as job postings, recruitment agencies, or university collaborations, are reviewed. Identifying Human Resource Needs: The competencies, experiences, and qualifications required to achieve the business strategy are determined. Workforce planning creates a strategic plan by identifying the gap between the current employees and the future employment needs to address the deficiencies.
-Designing Human Resources Policies:
Another stage of workforce planning consultancy is the process of designing workplace HR policies. HR policies are documents that regulate human resources management and determine policies and procedures related to employees. During the stage of designing HR policies in alignment with the business strategy, the focus can be on the following content:
- Recruitment and Selection Policies: This focuses on determining policies and procedures to be used in the recruitment process. In this context, the interview methods, reference checks, and assessment tools used in the recruitment process are redesigned.
- Performance Evaluation and Reward Policies: This covers the determination of policies and procedures to evaluate and reward employee performance. The performance evaluation process may include goal setting, feedback mechanisms, reward, and recognition systems.
- Career Development and Training Policies: This involves designing policies and procedures to support employees in improving their skills and advancing their careers. Elements such as training and development opportunities, mentorship programs, and promotion policies may be part of these policies.
- Employee Relations and Departure Policies: This focuses on managing employee relationships and organizing departure processes. Workplace communication, support mechanisms in case of performance decline, exit procedures, and exit interviews may be included in these policies.
- Employee Rights and Occupational Health and Safety Policies: Ensuring the protection of employee rights and designing occupational health and safety policies are of huge importance for a company. Policies and procedures covering workplace rules, accident prevention, health insurance, working hours, and leave policies fall within this scope.