In January, the Aberdeen Group published a report on Strategic Workforce Planning. Their conclusions sound like responses to Baldrige Criteria questions.

The group surveyed 240 organizations and differentiated best-in-class (BIC) performers from those in the middle and the laggards. They found that:

• The BIC performers saw a 13% decrease in key talent turnover in the past 12 months compared to a 13% increase for the laggards.
• The BIC performers have at least one “ready and willing” successor for 53% of their key positions compared to just 15% for the laggards.
• The BIC performers have workforce plans in place in 90% of their divisions compared to 13% for the laggards.

The group concluded that BIC performers share common characteristics:

• Involvement of senior leaders with workforce planning initiatives
• Ability to define and screen against competencies required for future business success
• Tools to integrate employee data with financial, customer, and other data to create a comprehensive view of the workforce.

If you integrate the Baldrige model, you will improve your performance in each of these areas by improving your performance on these related Baldrige Criteria questions:

• How do senior leaders participate in organizational learning, succession planning, and in the development of future organizational leaders?

• How do you assess your workforce capability and capacity needs, including skills, competencies, and staffing levels?

• How do you relate your workforce engagement assessment findings to key business results to identify opportunities for improvement in both workforce engagement and business results?

You don’t need a report to tell you that effective, systematic responses to these questions will make you best-in-class in workforce planning.

You can view the Aberdeen Group’s report by clicking here. (You have to sign up to see it.)

To read more about workforce planning and engagement, click on these articles:

• Increasing Employee Satisfaction in a Time of Decline
• Succession Planning at P&G
• Why HR Needs Baldrige
• Climbing the Corporate Lattice
• Recruiting, Retaining, and Engaging

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