Workforce Planning

Business Strategy

  • Review and ensure thorough understanding of current and future business strategy
  • Identify annual staffing needs by function for each year of the long-range strategic plan

Future Skills & Competencies

  • Define skills and competencies needed to support long-range strategic plan
  • Evaluate current skills and competencies against future needs and determine what becomes obsolete and what skills and compentencies will be required

Workforce Assessment

Assess the current workforce to identify:

  • Skills and competencies
  • Demographics
  • Mobility
  • Potential

Gap Analysis

Compare future workforce needs to current workforce assessment to determine:

  • Gaps in skills and competencies
  • Redundancies
  • Recruitment needs
  • Opportunities for redeployment

Action Plan

  • Create tactics and strategies to address identified gaps (e.g. Strategic Staffing Plan, Outsourcing, Redeployment Strategy)

Having been recently promoted to Regional President of a southern bank, I was given the opportunity to engage in an executive coaching relationship with The Edmunds Group.  In a word, my experience was outstanding! The sessions provided powerful insight into my strengths and weaknesses, and allowed me the opportunity to identify where I needed to elevate my management style to become the most effective I could be in my new position.  It also allowed me to relate to and better utilize the different aspects of my personality.

The executive coaching experience facilitated the leap toward becoming a more motivated individual, effective manager and a leader of people.  I would highly recommend this experience to anyone wanting to improve their management skills and increase their confidence.

The Edmunds Group staff is truly professional, and it was a pleasure to work with them.

- Regional President, Aliant Bank

After a rigorous selection process, The Edmunds Group was chosen to provide in depth analysis and coaching for the regional management team of a leading Southeastern financial services company. The initial engagement was so successful and well received, the assignment was expanded to include other high performing, high potential individuals. In addition, The Edmunds Group was engaged to provided on-going executive coaching to several key members of the management team.

In preparation for the engagement The Edmunds Group developed a keen understanding of the organization and the cultural drivers. This knowledge was used to identify key competencies upon which to build. In addition, areas for additional development work were identified and action plans established. The deep understanding of the organization and the individuals within the the team enabled to Edmunds Group to make this project far more beneficial than ever anticipated. Our expectations we exceeded time and time again.

Without question the work done with The Edmunds Group prepared this team to successfully navigate through the financial challenges of the last few years.

- leading Southeastern Financial Services Company, Executive Vice President