Why is strategic workforce planning important for the IT organization?

Strategic Workforce Planning enables the demand-oriented and targeted identification of necessary positions for strategically important IT services. To this end, however, in the beginning it must be clarified which IT services are strategically important for the IT organization and therefore need to be driven forward internally. In practice, a bottom-up approach based on services and job profiles has been established. This enables an analysis and calculation of realistic employee requirements based on service level. The model offers a step-by-step approach and starts with the planning and definition of the required service portfolio. The personnel requirements determined in this way are derived from the service types - services grouped by value added depth - and further subdivided into various job profiles. This allows a competence-based determination of employee requirements for each service.

How can the expertise of IT staff be continually renewed?

The Strategic Workforce Planning carried out previously serves as the basis for the continuous development of the IT staff's technical competence. Then a model derived from consulting practice allows the precise determination of the competencies required for a specific job profile. Based on the different competence levels, comprehensive training processes and concepts can be created. It is also possible to create individualized training plans for the competence development of individual employees, for specific roles and competence areas. In this context, it also makes sense to use cross-sector frameworks for IT competencies, such as the "Skills Framework for the Information Age" (SFIA). This makes it possible to standardize job profiles and role descriptions within the IT organization and more easily identify missing or future competencies.

How can applicants get interested in my IT organization?

Once open requirements have been identified by Strategic Workforce Planning or Development, these should also be met promptly. The recruiting process must be target-group oriented and relate to the positions to be filled. To this end, it is necessary to prioritize vacancies, carry out target group analyses for applicants, develop suitable measures together with HR and, if necessary, marketing, and regularly review and further improve the decisions and measures taken. This proactive approach enables personnel requirements to be identified in good time, targeted applicants to be recruited and understaffing to be reduced. By openly dealing with the current strengths and weaknesses of the recruiting process, it is also possible to facilitate suitable measures for the further development of personnel recruitment managers.

Our consulting services – Why 4C?

We support you in establishing sustainable strategic workforce planning and development in your IT organization and thereby preparing your IT staff for future challenges. In addition, we will assist you in improving your recruiting strategy and temporary co-pilots and accompany you in the implementation and acceptance of your workforce planning and development. We help you to overcome the pitfalls and hurdles on the way or to find another way to reach your goal.

Our consulting services at a glance

The process for implementing Strategic Workforce Planning and Development includes all the necessary components from planning the IT employees required in the future, an analysis of the required competencies, designing the recruiting processes and benchmarking personnel costs.

Consulting Project

As part of a consulting project, we support you in the implementation of strategic workforce planning and development and the necessary components as well as the anchoring of a sustainable recruiting strategy that ensures that your IT is capable of acting for the changes that occur in the company, the market or the technology.

Why 4C?

We have experts in the necessary topics for a holistic view of the CIO area and its anchoring in the company and its business models. The combination of planning and development of IT staff and mobilization for the necessary changes at all levels and the experience of the concrete challenges during implementation guarantee sustainable strategic workforce planning and development.

Experience - We advise our clients on a wide range of IT and digitization issues and accompany them from strategy to implementation.

Implementation success - 4C GROUP offers its customers 100% implementation success.

If you share our approaches and want to take your IT to a new level to meet the challenges of your business and the autonomy striving of your business, please contact us.