Workforce Development

Are workforce issues impacting your ability to accomplish organizational objectives?

Are you facing high turnover that is draining knowledge from the organization?

Are Baby Boomer retirements creating major gaps in the org chart?

Is the dwindling labor pool making it difficult to fill skilled positions?

Are you ready for the new workforce demographics?

We can help. A strategic approach is necessary to identify core issues and avoid piecemeal solutions. Strategic workforce planning is the alignment of an organization’s people with its business direction. It involves analyzing the current workforce, identifying future workforce needs, establishing the gap between the present and the future, and implementing solutions so that an organization can accomplish its mission, goals and objectives. Strategic Workforce Planning must be founded on the organization’s strategic plan and usually consists of seven components grouped in three sets: the organizational assessment, optimization, and design and implementation:
The Assessment step looks at workforce outflows (from retirements and other departures) that create the need for new employees plus the staffing demands created by growth and other changes.
Available Workforce
Workforce Demand
Skills Inventory
Optimization focuses on ensuring that the organization becomes properly sized as it progresses through staffing, knowledge management and/or generational changes.
Staff Excess/Deficit Planning
Transition Planning
The second workforce planning set consists of those steps required to ensure that the organization’s human capital supports its mission.
Employer of Choice
Managing the Change
Knowledge Management
Leadership Development
Succession Planning
TAP Resource Development Group assists organizations with all aspects of workforce development.


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