E.L Blue’s strategic workforce planning aligns business goals with projected workforce needs. By identifying local demographics, skills gaps and industry workforce trends, it efficiently forecasts staffing demands, reduces costs and enhances staff retention through tailored training programs. E.L Blue’s comprehensive approach to workforce planning will help your organisation mitigate risks and boost efficiency by offering a dynamic and strategic workforce plan, tailored to evolve with industry demands and your organisation’s strategic goals.

What Is Workforce Planning?

Workforce planning takes a proactive approach to aligning an organisation’s goals and objectives with the forecasted workforce needs based on factors such as demographics, and workforce data. market trends and skill set requirements. A wide range of benefits and actionable goals are achieved through workforce planning, from both a strategic and operational perspective.

The Benefits of Workforce Planning

Workforce planning has a wide range of benefits for your organisation, they include but are not limited to the following:

Enhanced Agility

Through efficient forecasting of the future demand of their workforce and the skill sets they must require, organisations can adapt quickly to market changes, enhancing agility and streamlining hiring operations.

Cost Efficiency

Workforce planning allows for unnecessary expenses or issues to accumulate by reducing the likelihood of an over or understaffed workforce.

Talent Retention

Evaluating industry skill and knowledge gaps within an organisation’s workforce allows for tailored and thorough training, boosting employee value and loyalty to the company, thus increasing talent retention.

Improved Decision-making

Aligning an organisation’s workforce planning strategy with data-driven insights ensures resources and strategies are efficiently and accurately allocated.

The goals of workforce planning

The overarching goals of workforce planning are as follows:

Aligning Talent

Ensuring individuals within the workforce are in alignment with their skills and experience level ensures an organisation operates smoothly and encourages long-term job satisfaction.

Mitigating Risk

 With a strategic workforce planning process in place, disruptions and risks are minimised as the future workforce is efficiently forecasted to identify potential talent excesses or shortages.

Boosting Efficiency

Streamlining HR operations with workforce planning boosts efficiency through optimising productivity and resources by deploying a skilful workforce.

Strategic workforce planning vs Operational workforce planning

Strategic Workforce Planning

Strategic workforce planning takes a wide-lens approach, focusing on the long-term objectives of an organisation and aligning the future workforce with these goals. It concentrates on forecasting through using data-driven models to create valuable insights into an organisation’s workforce needs. Further, strategic workforce planning focuses on industry trends, employee turnover and long-term goals to accurately predict future workforce needs and business goals. It takes a collaborative approach to continually review and adjust the workforce plan to accommodate emerging workforce trends or industry needs. By doing regular adjustments, strategic workforce planning allows organisations to implement an agile and proactive approach to making informed decisions surrounding talent acquisition, skill development and succession planning.

Operational Workforce Planning

Operational workforce planning, on the other hand, focuses on the day-to-day needs of the organisation and creates short-term adjustments. It is centred around the immediate needs of the current workforce and organisation as well as ensuring tasks are allocated accordingly. Operational workforce planning includes aspects such as shift planning, scheduling, workforce skills and experience matching as well as allocating resources to optimise productivity in line with the current workforce capabilities. Effective operational workforce planning streamlines operations as well as increases employee productivity and customer satisfaction.

What Are the 5 Key Elements of Workforce Planning?

To effectively and efficiently implement workforce planning in an organisation, the following processes and strategies must be included:

1. Data Analysis

Analysing and implementing data on current industry workforce demographics, skill sets and market trends ensures a strategic approach to workforce planning is achieved.

 2. Forecasting

Developing a data-driven forecasting of talent management and recruitment needs based on a business’s strategic goals and industry trends ensures future workforce demand is predicted and achievable.

3. Gap Analysis

Identifying the gap between the current and forecasted workforce requirements to streamline operations and identify growth opportunities.

4. Action Planning

Developing actionable workforce planning strategies that are in place sheds light on training and development pain points as well as any restructuring opportunities an organisation may have.

5. Evaluation

Continuous evaluation and adjustment of workforce planning strategies ensure total alignment between an organisation’s primary objectives and industry trends.

Step-by-step Workforce Planning Process

Step 1: Initiation

To commence the workforce planning process, begin by determining the purpose, key objectives and scope of the organisation’s workforce plan, ensuring alignment with the business’s long-term and short-term strategic goals.

Step 2: Data Collection and Analysis

Conducting data collection and analysis is vital to identifying any skills and experience gaps in the current workforce as well as forecasting future workforce demands, based on industry trends and past employee turnover rates.

Step 3: Forecasting and Gap Analysis

By conducting a thorough data analysis, a predictive and accurate gap analysis will be forecasted. As a result, succession planning and talent management operations will be streamlined and accurately predicted, allowing for future demand and recruitment to be effectively outlined.

Step 4: Strategy Development

Taking a robust approach to strategic workforce planning ensures a workforce plan is adaptive and dynamic, allowing for an organisation to be flexible and responsive to industry trends, employee turnover or unexpected challenges.

Step 5: Implementation

Once a workforce planning template is outlined, implementing it across an organisation takes place through active recruitment, training or restructuring of the current workforce.

Step 6: Monitoring and Evaluation

To achieve the best results in workforce planning and development, continual monitoring and evaluation is needed to assess whether the strategic workforce plan is being implemented and well-received by the organisation and its employees.

Our Workforce Planning Services

E.L Blue has over two decades of experience in workforce planning and development, taking a comprehensive approach to effectively align an organisation’s goals and objectives with their current and future workforce needs. Having a skilled and experienced workforce is a cornerstone of an organisation’s success, and E.L Blue’s dynamic approach to strategically planning workforce processes ensures success in ever-evolving industry demands and landscapes. Here is how E.L Blue can help your organisation achieve its workforce goals and objectives:  

Strategic Consulting

E.L Blue’s team of industry experts work closely with your organisation to craft both short-term and long-term operational and strategic workforce plans that are aligned with your business goals and objectives

Talent Forecasting

E.L Blue uses data-driven, predictive models to accurately forecast future workforce patterns and needs. By analysing past employee turnover rates and industry trends, E.L Blue’s workforce plan will help your organisation address potential skill and experience gaps as well as mitigate unnecessary costs and risks associated with inaccurate staffing levels.

Data Analytics

E.L Blue uses the latest data collection and analytics to effectively and accurately analyse data to identify any skill and experience gaps in an organisation’s workforce, ensuring informed decisions are made.

Continuous Evaluation

E.L Blue provides ongoing reviews and adjustments of strategic workforce plans to ensure business objectives and long-term goals are achieved.

Implementation Support

Our team of experts work closely with your organisation to implement workforce plans of recruitment, training and skill development, with the overarching goal of workforce and organisation satisfaction.

Navigating Success: Unveiling E.L Blue’s Workforce Planning in Allied Health

Industry Overview

E.L Blue provided workforce planning for an Allied Health Company, which specialised in providing NDIS services to remote locations Nationally.


The primary strategic objective was to streamline workforce efficiency and reduce reliance on external staffing agencies to operate across their sites. Focusing on recruiting both overseas and local candidates to supply the organisation with high staffing retention.

Project Overview

The strategic workforce planning initiative took a phased approach to allow for continuous assessment and adjustments over six months. Over this period, the program was continuously reviewed, updated, and enhanced to ensure the organisation’s strategic goals and workforce objectives were aligned.

Workforce Planning Process

E.L Blue took a comprehensive strategic workforce planning approach to address the client’s concerns, involving the following key steps:

Analysis of Current Workforce

E.L Blue conducted a detailed review of the current workforce structure, identifying skills and experience gaps, workload distribution, historical usage of staffing agencies, and local community demographics. This allowed for workforce planning goals to be implemented within the scope of the organisation’s business goals and objectives.

Forecasting Demands

A comprehensive and proactive analysis was undertaken to accurately forecast workforce demand depending on the historically expected patient load and seasonal variations.

Training Programs

Through partnering with Universities and other tertiary education institutes to implement targeted training programs, action plans were put into place to upskill the current workforce to match the demands of the industry and bridge existing knowledge gaps.

Government Initiatives and Funding Programs

E.L Blue’s in-depth knowledge of government-funded programs and incentives was leveraged to streamline costs and support workforce development, recruitment and training.

Redistribution of Workload

E.L Blue worked closely with management to optimise workload distribution among the existing workforce to ensure tasks were effectively and evenly distributed to increase workflow and prevent burnout.

Recruitment Strategies

Strategic workforce planning was put into place to effectively recruit and retain skilled professionals from both overseas and local areas to reduce the reliance on outsourcing staff to external agencies.

Skills Gaps and Experience Analysis

The assessment of skill and experience gaps within the current workforce guided the development of training initiatives and recruitment strategies. This proactive approach aimed to reduce the reliance on outsourcing staff from external agencies and ensured the internal workforce was both competent and nurtured.

The Impact of E.L Blue’s Workforce Planning on Allied Health

Reduction in Outsourcing Staff Agencies

The implementation of E.L Blue’s strategic workforce planning resulted in a significant reduction in the reliance on external staffing agencies by 25% within the first three months.

Improved Staff Satisfaction

The redistribution of workload and development programs led to increased job satisfaction among existing staff, contributing to a reduction in employee turnover.

Cost Savings

The reduction in staffing agencies and successful internal talent management translated to substantial costs saved for the organisation, contributing to improved financial performance and operational efficiency.

Enhanced Patient Care

With a skilled and experienced workforce, the quality of patient care improved, leading to an increase in patient satisfaction and positive feedback.

Adaptability to Demand

The redistribution of workload and development programs led to increased job satisfaction among existing staff, contributing to a reduction in employee turnover.

It was a Workforce Planning Success

The implementation of comprehensive strategic workforce planning within this Allied Health Company not only decreased dependence on external staffing agencies but also directly bolstered profits. Additionally, it cultivated a contented and proficient workforce, improved patient care, and delivered substantial cost efficiencies. The success of this initiative highlights the importance of a proactive approach to strategic workforce planning in the healthcare sector. Struggling with streamlining your workforce operations? Get in touch with our team of experts today to discuss how we can provide strategic workforce planning to your organisation.

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Frequently Asked Questions about Workforce Planning

Why is workforce planning important? 

Workforce planning effectively and efficiently forecasts future demand for talent within a company and industry, ensuring the right workforce is available in line with an organisation’s demands and goals. This helps to reduce costs, streamline operations and increase workforce retention and satisfaction.

What data is essential for workforce planning?

Ensuring you have a clear understanding of demographics, workforce skills, industry trends and business projections is vital to identifying the gap and effectively forecasting future demand.

How often should workforce plans be updated?

Workforce plans should undergo regular reviews to ensure strategic objectives and long-term goals are being achieved, however, the frequency is dependent on the organisation’s goals or size of operations.

How can small businesses benefit from workforce planning?

Creating and implementing a workforce plan not only outlines strategic objectives in line with an organisation’s business goals but also allows small businesses to use their resources and forecast for growth efficiently.

Is technology integral to workforce planning?

Using technology aids such as data analysis, forecasting and monitoring tools ensures workforce planning initiatives are accurately projected and implemented.