Strategic And Workforce Plan of WeaveTech Article

Strategic And Workforce Plan of WeaveTech - Article Example It has to be noted that as the plan is rolled out, there are certain changes also needed in other aspects of the HR system as a whole which include training programs for other employees as well as reviewing the structure of the organization to ensure that there is compliance with the envisaged workforce plan. The business metrics that can be used to track the success of the organizational goals and initiatives include performance measurement. The legal implications of this workforce plan relate to federal regulations that stipulate that employees that have been made redundant are entitled to their full benefits and packages and this can strain the organization’s financial position. Indeed, there are compliance issues with the federal law and regulations that should be taken into consideration. Such risks can be mitigated if the downsizing process is carried over a gradual period such that the transition does not impact on the operations of the organization. From the case of We aveTech, internal information required in the development of the workforce plan pertains to elements such as skills development, identifying the gap in terms of the needs of the employee where training is required as well as reviewing the operations of each department in order to streamline them towards the attainment of the set goals and objectives. External information, in this case, relates to headhunting where the executive management should try to look for people with the best talent to replace the managers going to be laid off.