您能做到！

成功的勞動力規劃可通過簡單流程實現，即使在經驗、資源、數據及規劃能力有限的情況下，也能取得良好的成果。

You can do it!

Successful workforce planning outcomes can be achieved through a simple process, and with limited experience, resources and data, and workforce planning capability.

任何企業，任何規模 | Any business, any size

無論企業規模大小、產業類型如何，規劃流程都是相通的。

勞動力規劃流程適用於任何規模的組織。中小企業可透過多種管道獲取支持，例如行業協會、當地商會、區域發展委員會，或政府資源。

The process is the same for any size business in any industry.

The process of workforce planning is relevant to any organisation of any size. Support for workforce planning is available to SMEs from a range of organisations: industry bodies, your local chamber of commerce, regional development boards or through government resources.

設立明確目標 | Set clear outcomes

始終以目標為導向

在展開員工團隊規劃時，務必明確您想要達成的目標。清晰闡述預期成果，有助於制定符合時間框架與能力水平的專屬流程。

此外，若採用以證據為基礎的規劃，所蒐集的資訊可在質與量上驗證企業目標，並作為檢視、評估與調整策略與行動的基準，確保未來成功。

Start with the end in mind.

Be clear about what you are trying to achieve by undertaking workforce planning. Clearly articulating the outcome can help you identify a tailored process that aligns with timeframes and capability levels. Additionally, when evidence-based workforce planning is undertaken, the information gathered can be used to qualify and quantify the outcomes the business is seeking. Collectively, these provide a benchmark to review, assess and amend strategies and actions for future success.

關鍵利益相關者的參與 | Engage key stakeholders

關鍵利益相關者的參與至關重要

與關鍵利益相關者合作的價值不容忽視，尤其在首次將勞動力規劃導入企業時。關鍵利益相關者可包括企業經理、商業顧問、員工及員工代表團體（如工會）。

若所有利益相關者，特別是受影響的員工，都能參與流程，規劃策略與行動的落實將更有效。

Engagement of key stakeholders is critical.

The value of engagement with key stakeholders cannot be underestimated, particularly when introducing workforce planning into your business. Key stakeholders can include your business managers, business advisors, employees and employee representative groups, such as unions. The implementation of workforce strategies and actions is most effective if all stakeholders are engaged in the process, particularly those employees who will be affected.

保持簡單 | Keep it simple

勞動力規劃不必複雜才能成功

評估企業在執行規劃時的能力與資源，並確定可在行業或地區內獲取的外部支持來源。

Workforce planning can be successful without being complicated.

Consider the capacity and capability in your business to implement workforce planning. Identify where external support can be sourced locally within your industry or the region in which you are located.

收集數據 | Collect data

數據收集可以簡單直接

即使沒有尖端指標或人資系統，勞動力規劃仍可有效推進。管理階層通常已掌握相關答案，但可能難以清楚表達需求。透過提出正確問題，可引導管理者提供所需資訊。若目前數據有限，應開始收集新數據，逐步提升可用的員工團隊資訊。

Data collection does not have to be complex.

Workforce planning can be effective without sophisticated metrics or HR systems. Managers generally have the answers to workforce planning but can struggle to articulate what is required. Asking the right questions will enable you to draw out from managers the information that is being sought. If you currently have limited workforce data, you can commence collecting new data that will increase your available workforce information over time.

整合您的計劃 | Combine your planning

將勞動力規劃納入您商業規劃流程

當勞動力規劃與商業計劃及策略計劃整合時，效果最佳。這種整合有助於明確當前與未來的員工需求，確保規劃著眼於未來，並在預算限制內優先落實重要成果。同時，也提供根據業務或行業變化來檢視規劃的相關性與時效性的機會，以實現一個持續性的，非靜態的勞動力規劃環境。

Incorporate workforce planning into your normal business planning process.

Workforce planning works best when it is integrated with your normal business planning processes. Businesses that align strategic, business and workforce plans are better placed to identify current and future workforce requirements. Aligning these will ensure the workforce plan is future focused and incorporates prioritised outcomes within budget constraints. It also provides an opportunity to review the relevance and currency of the workforce plan in line with business or industry changes. This creates a workforce planning environment that is continuous and not static.

發展您的勞動力 | Develop your workforce

勞動力規劃有助於推動適切的勞動力發展舉措

勞動力規劃為需求決策（特別是發展策略）提供可靠的依據，並能有效管理風險。勞動力發展可以包括招聘與留才策略、透過培訓提升員工能力、職位再設計，以及推動勞動力多元化策略。

Workforce planning supports the right workforce planning initiatives.

Workforce planning supports an evidence base for decisions about workforce requirements, in particular workforce development strategies. It is a way of managing workforce risk. Workforce development can include recruitment and retention strategies, building capability through learning and development, job redesign, and strategies to diversify the workforce.

識別風險 | Identify risks

勞動力規劃有助於識別企業風險

勞動力規劃的一項關鍵考量在於辨識並理解勞動力風險及其對企業的潛在影響。若能有效識別風險，就可透過適當策略加以管理與減緩，降低對企業可能造成的負面影響。

Workforce planning can identify risks to the business.

A key consideration of workforce planning is to identify and understand workforce risks and the potential impacts on the business. Being able to identify workforce risks effectively allows for risks to be managed and mitigated through appropriate workforce strategies to lessen potential negative consequences for the business.

繼續前進！ | Keep going!

您的勞動力計劃書並非一份靜態的文件

它應是一個持續推進的動態過程，需配合商業計劃活動，並定期進行洞察分析與年度回顧。

Your Workforce Plan is not a static document.

It should be a live, active process supported with regular workforce insights and annual reviews in alignment with your normal business planning activities.