Workforce Optimization Planning

Workforce Optimum
Utilization Planning
Your Company Name

Table of Contents
2
2
o Talent Requirement in Future
o Department Wise Resource Allocation in Future
Future Scenario
o Present Workforce Distribution
o Current Workforce Capacity Evaluation
o Skills Level Analysis by Department
o Team Analysis
o Overall Team Utilization
o Employee Efficiency Analysis
o Employee Utilization Rate
Current Scenario
o Status of Current Projects Assigned
o Need of Resource Optimization
o Concerns at Business Level
o Competitive Analysis
o Underutilization Concerns
Overview
Overall Impact Analysis
o Need of Training
o Types of Training
o Internal Training of Employees
o 30 60 90 Plan for Internal Training
o External Training Schedule with Cost
o Training and Development Process Roadmap
Action Plan - Training

01
3
3
Status of Current Projects Assigned
Need of Resource Optimization
Concerns at Business Level
Competitive Analysis
Underutilization Concerns
Overview

Status of Current Projects Assigned
0
Project
Description Deadline Status Issue
ABC
Manufacturing 2
million goods
15/3/20
Delivered 3 months
after deadline
Employee
productivity
is low
XYZ
Manufacturing 4
million goods
16/4/20
Delivered 5 months
after deadline
Underutilized
resource
DEF
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
Your
Text Here
This slide provides glimpse
about the why resource
optimization is need of the
hour. User can made
alterations in this slide
according to their requirement
Projects Currently Undertaken by Firm
The purpose of the slide is to get information regarding the status of the current projects assigned and whether they are on time or delayed with their key concerns.
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
4

Need of Resource Optimization
Project undertaken by the organization are not delivered on the deadline assigned which put bad impact on the company’s reputation.
01
The firm has been facing critical issues in terms of high incurring costs and less profit margin.
02
Being a manufacturing firm, the employees are one of the most important resource of the organization.
03
But in recent times after in depth analysis of the situation, the management has realized that the employees are under utilized.
04
Due to global economic ambiguity, that has emerged a wave of unparalleled challenges for world economy.
05
The organization is no more in a position to underutilize their capabilities.
06
about the current concerns
prevailing in the organizations.
User can made alterations in this
slide according to their
requirement
The purpose of the slide is to give information about the current key concerns that have been raised inside the organization
due to the fact that resources are not optimally utilized.
5

DESPITE OF SLIGHT INCREASED IN REVENUES, THE OVERALL
COST PER PRODUCT HAS INCREASED WHICH LEAD MINIMAL RISE
IN PROFIT MARGIN.
This slide provide information
regarding the key concerns of
the top management. User can
made alterations in this slide
Concerns at Business Level
These factors not only increased cost but also weaken company’s image in long run which is one the major concern of the company.
Several Factors for High Cost Incurred to the Company are
High count of
workforce strength
Longer project duration
than expected date
Delay in assigned
service delivery
Here the concerns are presented that are too crucial, as they affecting the working at business level.
6

7
Competitive Analysis
Attributes
Industry
Benchmark
Own Firm Competitor 1 Competitor 2 Competitor 3 Competitor 4
Profit Margin 10% 6% 15% 8% 11% 13%
Average yearly
Production
100,000,000 85,000,000 155,000,000 90,000,000 125,000,000 142,000,000
Cost incurred 650,000,000 700,000,000 875,000,000 525,000,000 595,000,000 825,000,000
Resource Utilization 93% 60% 95% 88% 97% 96%
This slide provide glimpse about
the firms performance analysis in
context to its major competitors
in the industry. User can made
alterations in this slide according
to their requirement
The company will perform a competitive analysis to examine the current scenario of the firm in context to its competitors in the market by comparing profit margin, utilization rate of resources.

After competitive analysis, it has been concluded that
resources are under utilized
o Too many resources available than actual requirement
Poor Resource Planning and Allocation
Too Much Time Spent on Non-billable Tasks
Underutilization Concerns
This slide provide glimpse about
the concerns at organization due to
underutilization of resources. User
can made alterations in this slide
The key issues that raised by underutilization of resources have been mentioned.
8

02
Present Workforce Distribution
Current Workforce Capacity Evaluation
Skills Level Analysis by Department
Team Analysis
Overall Team Utilization
Employee Efficiency Analysis
Employee Utilization Rate
Current
Scenario
9
9

Present Workforce Distribution
28
358
619
322
143
Employee
Count
Age Group Categorization (Yrs)
215
1009
180
50 16
Employee
Count
Employee Aging (Yrs)
3619
1983
2253
4060
425
388
1712
1843
2444
1300
1493
2574
277
242
875
1097
Sales Executive
Officer
Marketing Rep
Manager
General Staff
General Manager
Director
Chief Manager
Job
Role
Experience Segmentation This slide provides the
information regarding the
current workforce distribution
on the basis of several
parameters. User can made
Departmental Workforce Strength
961
Marketing &
Operations
446
Sales
63
Staff &
Administration
1200
Production
The current employee workforce distribution has been displayed and segmented on the basis of age, experience.
10
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

11
Current Workforce Capacity Evaluation
Resource Type Capacity
4
–
Jan
11
-
Jan
18
-
Jan
25
–
Jan
1
–
Feb
8
–
Feb
15
–
Feb
22
–
Feb
1
–
Mar
8
–
Mar
15
–
Mar
22
–
Mar
29
–
Mar
5
–
Apr
12
–
Apr
19
–
Apr
26
–
Apr
01 Project Manager 235 0 0 0 0 0 0 0 0 0 0 0 0 0 0 5 5 5
02 Analyst 405 20 20 20 20 10 0 0 0 0 0 0 0 0 0 0 0 0
03 Developer 520 0 0 0 0 15 30 30 30 30 20 20 20 5 5 5 5 5
04 Tester 345 0 0 0 0 0 0 0 0 0 0 10 10 25 25 20 10 10
05 DBA 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
06 Content Writer 230 0 0 0 0 5 5 5 5 5 5 0 0 0 0 0 0 0
07 Quality Manager 195 0 0 0 0 0 0 0 0 0 5 10 10 10 10 10 5 5
08 Team Leader 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
09 Manager 202 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
10 Your Text Here 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
The current employee workforce analysis on the basis of capacity that aptly they are occupied for specific task in the organization.
This slide gives the glimpse
about the actual capacity of the
resources. User can made

Skill Level
Department
Skills Level Analysis
by Department
Leadership
(1-10)
Communicating
(1-10)
Teamwork
(1-10)
Software Literacy
(1-10)
Your
Text Here
(1-10)
Your
Text Here
(1-10)
Marketing 10 10 5 9 7 7
Sales 7 10 5 8 10 6
Engineering 9 10 5 8 5 10
Human Resource 6 5 10 7 10 5
Quality Assurance 7 7 10 8 5 5
The current employee workforce distribution on the basis of the skills parameter has been displayed. This skill level analysis can also been considered
as current skills inventory of the organization.
This slide gives glimpse
regarding the skills inventory of
the current workforce. User can
12

Team Analysis (1/2)
Team Members Employee Skills
Employee
Age
Responsibility Area Salary Years of Expertise
Utilization
Rate
XYZ Software Literacy 48 Marketing $500,000 25 76%
ABC Six Sigma Expert 40 Operations $325,000 15 62%
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
The team analysis will be done on the basis of their skills, expertise and utilization rate.
13
This slide tells about the team
analysis on the basis
experience and utilization
rate. User can made

Team Analysis (2/2)
Production
Team Members Employee Skills Employee Age Responsibility Area Salary Years of Expertise Utilization Rate
Engineering
Marketing
The team analysis is done by segregating the team on the basis of different departments & analysis will be done on the
basis of their skills, expertise & utilization rate of employees associated with specific team in particular department.
This slide tells about the team
analysis on the basis
experience and utilization rate.
User can made alterations in
this slide according to their
requirement
14

60%
Team
Utilization
Overall Team Utilization
12 Mar-18 Mar
19 Mar-25 Mar
26 Mar- 01Apr
5h
5h
24h overtime
Alexis Graham
5h overtime
3h overtime
16h
Sabrina Ferry
Lukes Tehr
40h
40h
32h
Fay Schiller
25h
25h
20h
Ania Kitowska
15h
15h
12h
Keith Sporer
25h
25h
8h overtime
5h
5h
4h
Willa Dach
The team analysis shows that team resources were underutilized because of low utilization rate.
This slide provides information
about the overall team
utilization rate which depicts
that resources were
underutilized. User can made
Team is quite underutilized
15

Employee Efficiency Analysis (1/2)
Resource Actual Hrs. Available Hrs. Utilization Target Utilization
Adriana Gill Miner 92.8 176.00 53% 50%
Anne Prins 180.61 176.00 103% 75%
Gavin Kelly 50 176.00 28% 50%
Total 323.41 528.00 61.3% 58%
The employee analysis is done to check for how many hours a single employee is occupied as compared to actual hours of working assigned.
60%
Utilization
58%
Target
Utilization
58.00
Incurred
Hours
254.41
Future
Scheduled Hours
528.00
Available
Hours
2020
May 01
to
May 31
regarding the actual utilization
of the resources. User can
16

Personnel Possible Scheduled Actual
Jake Ryan 42h 42h 36h
o Marketing Campaign - 24h 36h
Kyle James 42h 42h 0h
Mark Smith 24h 24h 0h
Megan Olson 36h 36h 38h
Employee Efficiency Analysis (2/2)
regarding the actual utilization
of the resources. User can
Total Hours
96
Possible Hrs.
0
Available Hrs.
96
Targeted Hrs.
100%
Targeted Utilization
60%
96
Possible Hrs.
39
Available Hrs.
57
Actual Hrs.
Actual Utilization
$854,000
Forecasted Revenue
The employee analysis is done to check for how many hours a single employee is occupied as compared to actual hours of working assigned.
17

Employee Utilization Rate
about the cost associated per
employee for sitting idle in the
organization. User can made
Department Ideal Utilization Rate % People Underutilized Average Cost Idle Sitting Hours
Marketing 100% 40% $25,000 4
Sales 100% 30% $20,000 3
Finance 100% 20% $15,000 2
Operations 100% 40% $25,000 4
Human Resource 100% 30% $20,000 3
IT 100% 20% $15,000 2
Your Text Here 100% 40% $25,000 4
Your Text Here 100% 30% $20,000 3
Your Text Here 100% 20% $15,000 2
The department wise analysis of employee is done to determine how much cost have been associated with the resource under utilization that also shows
the hours that the resource sit idly in the organization without being productive.
18

03
Talent Requirement in Future
Department Wise Resource
Allocation in Future
Future
Scenario
19

Department
Operations
Finance
Strategy
Human Resource
Marketing
Text Here
Text Here
Text Here
Text Here
Text Here
2020 2021
Present Employee Strength Target Employee Strength
50 55
23 28
45 50
65 70
34 39
63 68
43 48
76 81
54 59
67 72
20
Talent Requirement in Future
regarding the future
requirement of the resource
as compared to present
scenario. User can made
The future scope of talent requirement has been presented in this slide. So that the firm will plan its future requirements.

Under - Allocated Over - Allocated
Department
Department Wise Resource Allocation in Future
99%
70%
42%
99%
50% Team 1
Team 2
Team 3
Team 4
Team 5
regarding the future
requirement of the resource
as compared to present
scenario. User can made
The resource allocation will be monitored department wise in future so that resource will be planned in accordance to the requirement and idle sitting of the employees will be avoided.
21

04
Need of Training
Types of Training
Internal Training of Employees
30 60 90 Plan for Internal Training
External Training Schedule with Cost
Training and Development process Roadmap
Action Plan
- Training
22

Need of Training
Department Total Applicants Actual Requirement Training Skill Set Duration Cost Employee ($)
Marketing 40 30 Digital marketing 6 months 150
Operations 20 15 Lean management 3 months 200
Finance 20 10
Overall financial
management
3 months 225
Strategy 30 15 Add text here 3 months 150
Human Resource 10 7 Strategic HR planning 3 months 100
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
regarding the whether training
is required for resources or not.
User can made alterations in
this slide according to their
requirement.
The plan for necessary training for the specific employees for their development with the associated duration and training cost has been displayed.
23

Types of Training
On the job training, delivers solid knowledge of the
organizational culture
01
Allowing employees to contribute to the department
decisions and planning
02
Enabling employee in establishing goals, priorities and
measurements
03
Cross training in other roles and responsibilities 04
Access of outside perspective that provide new ways of
business approach
01
Access to specialist knowledge
02
In depth knowledge and expertise
from professionals
03
Text Here
04
Internal Training External Training
Training
The type of training that employee required are mentioned in this slide. The training can be internal or external in accordance to the employee requirement.
24
regarding the types of training
whether internal or external are
required. User can made

Description Activities
Technical Skills Training
Data Analysis, Automation, Programming
o Self Assessment Tools
o One on One Evaluation
Lean Manufacturing Training
o Skills Development
o Role Playing
Performance Management o Your Text Here
Cross Functional Projects Handling
o Self Assessment Tools
o Podcasts
o Online Modules
o Role Playing
Internal Training of Employees
regarding the training of the
existing employee in the firm. User
The slide tells about the internal training that employees will get by their colleagues, peers. This kind of training can
be cross functional.
25

30 60 90 Plan for Internal Training
o Technical training
o Skills development
o Add text here
30
o Cross functional project handling
o One on one evaluation
o Add text here
60
o Performance management
o Self assessment tools
o Role playing
o Add text here
90
The slide tells about the 30 60 90 day plan for the internal training that employee will get.
regarding the internal training
of employees in 30, 60, 90
days. User can made
26

Packages Level 1 Level 2
Leadership Development –
o How to lead when you are not in charge
o 3 hours class
o 3 online modules
o $150 per employee
o 7 hour blended real time online class
o 3 – in person seminars
o $250 per employee
Advanced Skills Training –
o High level skills training
o 4 hours class
o 7 online modules
o One on one evaluation
o $150 per employee
o 3 coaching sessions
o $250 per employee
Performance Management –
o Learning the art and science of
constructive feedback
o 4 hours class
o 3 online modules
o Role playing
o $150 per employee
o 3 coaching sessions
o 3 hour role playing
o $250 per employee
Make it Happen –
o Getting the work done from your staff through
authoritative command
o 4:30 min. Podcasts
o 3 online modules
o Role playing
o $150 per employee
o 3 in person seminars
o 3 hour role playing
o $250 per employee
External Training Schedule with Cost
This slide the external training
package with the with cost
structure. User can made
The employees will also require external training which will play important role in their development. The external training will be given by experts of various fields. This training will not be free and charges will cost the
firm per employee.
27

Training & Development Process Roadmap
Phase
4
Phase
6
Phase
2
Phase
1
Phase
3
Phase
5
After Three Months
o First follow
up scheduling
o First
Performance Review
After 1 Year
o Encouraging employee in
joining cross functional teams
o Performance review for
ensuring whether they are
taking initiatives in own projects
as well as team projects
Day 1
o Employee and team introduction
o Employee training in context to
company software
Pre Requisites
o Formal introduction about
company policies
o Your Text Here
After Six Months
o Conducting
performance review
o Role and team assessment
of employee
Day 8
o Familiarizing employee
with company procedures
o Assigning of small
achievable tasks
The employee training and development will be tracked and monitored by the roadmap.
This slide displays the roadmap
of the resource training
process. User can made
28

05
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Overall
Impact Analysis
29

Department
No. of Employees
Terminated
Cost to Company
(per employee)($)
Total
Savings($)
Profit
Maximization
Marketing 15 500,000 7,500,000 5%
Operations 10 300,000 3,000,000 3%
Finance 5 150,000 750,000 2%
Strategy 4 100,000 400,000 0.5%
Human Resource 3 85,000 255,000 0.3%
Overall Impact Analysis
The overall impact of resource optimization efforts will be analyzed in terms of the savings that the company made by removing the resources which were harnessing overall
firm’s development and ultimately as the result the profit will be maximized (department wise).
This slide tells about the total
savings that firm will make after
dismissing employees from
various department. User can
30

31
Overall Impact Analysis contd…
Increased Profit Margin
o Firing of Employees
• Poor Performance
• Cost Cutting
On Time Service Delivery
o Successful Completion of
Training Program
Key Benefits of Resource Optimization
Previous Resource
Utilization Rate
60%
Utilization
Future Resource
Utilization Rate
83%
Utilization
about the improved utilization
rate in the organization and the
associated benefits. User can
The overall utilization rate of resource have been improved which results in increased profits and on time delivery of projects.

Workforce Optimum Utilization Planning - Icons Slide
32

34
Resource Optimization Model
Resource Optimization Model
Primary Inputs Primary Outputs
Analyze and
Target
o Strategic Planning
o Policy Development
o Risk Analysis and Targeting
o Audit Planning
o International verifications
Key Activities
Examine
and Facilitate
o Entry Reviews
o Cargo exams
o Admissibility determination
Review, Classify
and collect
revenue
o Entry summary reviews
o Classification
o Duty determination
o Collection, payment processing,
refunds
Inform and enforce
Compliance
o Enforcement actions
o Protests
o Audits
o Drawback
o Trade Trends
o Leadership Vision
o Technology Innovation
o Skill alignment
o Risk management
Performance
Outcomes
o Total FTEs
o Total Number of people
o By position type
o By Activity
Optimized number
of Resources
Commercial Trade Process
Communication, Outreach and Training with trade community
Management and administration support
Account Management and Trade partnership programs
o Time per activity
o FTE per activity
o Projected workload demand and volume
Internal mathematical calculations
This slide gives the glimpse of
the Resource Optimization
Model. User can made
to their requirement.
*FTE – Full Time Employee

Dimensions of Organisation
Structure Workforce Process and Technology
Role Clarification Workforce Planning Process Redesign
Role Duplication Workforce Contracting Technology Application
Goals Cascading
Skills Alignment
Team Based Governance
Communication Flow
Organisation De-Layering
Organisation Culture
Leadesrship
35
Key Avenues for Internal Resource Optimization
Key
Optimization
Avenues
This slide provide information
regarding the major avenues by
which internal resource
optimization is possible. User
according to their requirement.

36
Resource Optimization Model with Objective
Objective
Optimizing Workforce Utilization
Cost, supply,
demand,
time/season,
site location.
Constraints
Allocate X Number of
Y type of employee to
z location.
Decision variables
Work Force
Distribution
Optimization
This slide gives the glimpse of
the Resource Optimization
Model. User can made
to their requirement.
Employee location, job titles, salary/salary gradies,
employee skills and profiles, number of employees
needed per site/per season/per day.
Data Inputs
Prioritized number of employees, skills, job
titles and location combinations to pursuer.
Recommended Actions
Will we need to hire to fill the gap? Do
we need to relocate resources?
Implementation
Updated Model

37
Succession Plan
Position Ceo Svp, Hr Svp, Finance Svp, Operations Svp, Marketing Svp, Technology
Current Joe Smith Lane Brody Dennis O’Neil Clare Crosby Lara Sample Ed Letty
Tantative Retirement
Date
Dec 2019 Jan 2020 N/A Sep 2020 Jan 2020 N/A
Up-Next-Ready Now
Clare Crosby Peter Jones Lane Brody Gabby Raines Oliver White
Ed Letty
On-Deck: Ready 1-3 Years
Lara Sample Khloe Yettle Don Cherry
Dennis O’ Neil
Lane Brody
HI-Potentials: Ready 5+Year
Gabby Raines Chris Letter Ralph Fiennes Anna Code
Oliver White
This slide gives the glimpse
about the backup plan for
effective replacement of the
key resources in the
organizations. User can made
according to their requirement.

About Us
Target Audience
This slide is 100% editable. Adapt it to your needs and
capture your audience's attention.
Value Client
Preferred by Many
38

Our
Mission
This slide is 100% editable. Adapt it to your needs and capture your
audience's attention.
Vision
Mission
Goal
39

40
Stacked Bar
50%
65%
-15%
-9%
40%
50%
-19%
-2%
-40% -20% 0% 20% 40% 60% 80%
Product 2
Product 1
This graph/chart is linked to
excel, and changes automatically
based on data. Just left click on it
and select “Edit Data”.
Product 2
Product 1

41
Clustered Column
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 1
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 2

Puzzle
01
This slide is 100% editable.
Adapt it to your needs and
Text Here
03
Text Here
02
Text Here
04
Text Here
05
Text Here
42

Lego
01
This slide is 100% editable. Adapt
it to your needs and capture your
Text Here
02
Text Here
03
Text Here
04
Text Here
43

Financial
44
44
Net Income
$345
This slide is 100% editable. Adapt it to your needs and capture
your audience's attention.
Deposits
$423
Revenue
$423

Mind Map
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Text Here
Text Here
Text Here
Text Here
45

46
Timeline
This slide is 100%
editable. Adapt it to your
needs and capture your
Text Here
2016
This slide is 100%
Text Here
2017
This slide is 100%
Text Here
2018
This slide is 100%
Text Here
2019
This slide is 100%
Text Here
2020

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Contact Number
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Email Address
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Workforce Optimization Planning

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