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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

Workforce planning programs have grown in popularity. One reason they are so popular is to bring systematic thinking to the need to drive down labor costs while maximizing productivity. This webinar will describe new approaches to workforce planning and how to use it to address the comprehensive labor force needs of an organization.

Workforce planning is a systematic approach to determining the quantity and quality of people needed to achieve the organization’s strategic objectives over time. This session will examine new ideas and approaches to workforce planning.


Few organizations have systematic workforce planning. More organizations have position-by-position workforce planning in which managers decide on a case-by-case basis whether to fill vacancies as they occur. That is not workforce planning. Large, sophisticated companies often have workforce planning programs that focus solely on so-called “full-time employees,” defined as those who work from 9 a.m. to 5 p.m. 50 weeks a year and 40 hours a week. But newer approaches to workforce planning include attention to contingent workers, consultants, and others on the periphery of the organizations with which they work. This session will examine new approaches to workforce planning that focus on the work to be done rather than the headcount or salary costs alone.


  • Introduction
  • What is workforce planning, and how does it relate to work planning?
  • What are some new approaches and issues in workforce planning, and how can they be addressed?
  • Conclusion

  • Operating managers
  • HR practitioners
  • Training directors
  • OD directors
  • Line managers
  • Supervisors

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell and Associates, Inc., a full-service consulting company that specializes in succession planning. He is also a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. In that capacity, he heads up a top-ranked graduate program in learning and performance. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles—including 64 books. Before arriving at Penn State in 1993, he had 20 years of work experience as a Training Director in government and in business. As a consultant he has worked with over 50 multinational corporations--including Motorola, General Motors, Ford, and many others. In 2004, he earned the Graduate Faculty Teaching Award at Pennsylvania State University, a single award given to the best graduate faculty member on the 23 campuses of the Penn State system. His train-the- trainer programs have won global awards. His recent books include Innovation Leadership (Routledge, 2018), Improving Human Performance, 3rd ed. (Routledge, 2018), Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017), Community College Leaders on Workforce Development (Rowman & Littlefield, 2017), Organization Development in Practice (ODNetwork, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Practicing Organization Development, 4th ed. (Wiley, 2015), Effective Succession Planning, 5th ed. (AMACOM, 2015), The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015), Beyond Training and Development, 3rd ed. (HRD Press, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), Organization Development Fundamentals (ATD, 2015), Creating Engaged Employees: It’s Worth the Investment (ATD Press, 2014), The Leader’s Daily Role in Talent Management (Institute for Training and Development [Malaysia], 2014), Optimizing Talent in the Federal Workforce (Management Concepts, 2014), Performance Consulting (Wiley, 2014), the ASTD Competency Study: The Training and Development Profession Redefined (ASTD, 2013), Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited three-volume Encyclopedia of Human Resource Management (Wiley, 2012), Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (Amacom, 2012), Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (Amacom, 2011), Competency-Based Training Basics (ASTD Press, 2010), Practicing Organization Development, 3rd ed. (Pfeiffer, 2009), Basics of Adult Learning (ASTD, 2009), HR Transformation (Davies-Black, 2008), Working Longer (Amacom, 2008), and Cases in Government Succession Planning: Action-Oriented Strategies for Public-Sector Human Capital Management, Workforce Planning, Succession Planning, and Talent Management (HRD Press, 2008).

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